員工參與企業志工之工作滿意度與組織公民行為關係研究-以T公司為例

Abstract

本研究意旨在探討員工參與企業志工之工作滿意度對組織公民行為的關係，個人背景變項包括：生理性別、年齡、工作類型、工作年資、參與企業志工類型、參與企業志工年資；擔任企業志工的工作滿意度包含：自我成長、組織氣氛、人際關係；組織公民行為包括：認同組織、協助同事、人際和諧。研究對象參考T公司於110年出版之永續報告書，參與企業志工組織之在職員工，運用描述統計、獨立樣本t檢定、單因子變異數分析及皮爾森積差相關分析，探討員工參與企業志工組織之工作滿意度，對工作場域的組織公民行為之間的關係與影響。本研究結果歸納分述如下：一、員工參與企業志工組織之工作滿意度以「組織氣氛」構面平均得分最高，其次為「人際關係」構面與「自我成長」構面。二、組織公民行為各構面以「盡職精神」構面平均得分最高，其次依序為「協助同事」構面、「人際關係」構面、「認同組織」構面。三、不同個人背景變項之員工參與企業志工組織，對應工作滿意度，以「自我成長」構面有最多顯著差異。四、不同個人背景變項之員工，除生理性別，皆對組織公民行為有顯著差異。本研究最後根據研究結果提出建議，包括：一、對推行企業志工組織之企業建議：企業應按照員工專業背景設計志工服務，以提升能力的發揮、開設志工活動有助於員工拓展交友。二、對參與企業志工組織之員工建議：降低服務前的期待且與被服務機構培養信任關係、以長遠的志工參與為規劃，且優先參與屬於自身專長的項目。三、對未來研究之建議：增加質性訪談並進行對照實驗、以企業營運有直接關係之指標，探討與組織公民行為之關係。

This research aims to elaborate on the correlation between the satisfaction of corporate volunteering and organizational citizenship behaviors, with the personal variables of participants as: biological gender, age, type of job, job tenure, type of volunteer work, and tenure of volunteer work. The satisfaction of corporate volunteering is evaluated by the following three standards: personal improvement, organization climate, and interpersonal relationships. Organizational citizenship behaviors consist of organizational identification, inter-colleague assistance, and harmony of interpersonal relationships. The reference of this research is the sustainability report published by firm T in 2021, with descriptive statistics, independent sample t-test, analysis of variance, and Pearson product-moment correlation coefficient as means to discuss the correlation between the satisfaction of corporate volunteering and organizational citizenship behaviors of the firm, and the effect that the former causes to the latter. The results of this research are organized into four parts in the following:1. According to employees, the organization climate scores the highest in the three perspectives of the satisfaction of corporate volunteering, with the perspective of interpersonal relationships and the perspective of personal improvement as seconds.2. In organizational citizenship behaviors, the perspective of fidelity takes the lead, with the perspective of inter-colleague assistance, interpersonal relationships, and organizational identification occupying the second, third, and fourth respectively.3. In the field of satisfaction with corporate volunteering, employees, when compared across different variables, vary the wildest in their self-evaluation of the personal improvement perspective.4. Aside from biological gender, employees with different variables are greatly different in their attitudes to organizational citizenship behaviors.This research, according to the study results, suggests: 5. For corporates promoting corporate volunteering, research results suggest that a corporate should assign volunteering to employees according to their professional skills, a move for them to exercise their ability and improve their interpersonal relationships. 6. For employees as volunteers, the research results suggest that they lower their expectations of the fondness of the volunteer work, prioritize the volunteer work fitting their skills, and develop trust between them and the institutes of their services, therefore being willing to be of service for the long haul.7. For the improvement of the process of corporate volunteering, corporate should organize more qualitative interviews and conduct controlled experiments, the ways to understand the correlation between indicators directly associated with the performance of corporate and organizational citizenship behaviors.