Sun Yat-Sen Management Review

  Journal Fullview

Sun Yat-Sen Management Review  2019/3

Vol. 27, No.1  p.179-226

DOI:10.6160/SYSMR.201903_27(1).0005


Title
以使命感塑形:工作形塑的能力陶冶
Crafting as Becoming: Capabilities Cultivation of Job Crafting
(142_M5c91c9db95160_Full.pdf 4,094KB)

Author
陳蕙芬/國立臺北教育大學教育系(暨教育創新與評鑑碩士班)
Hui-Fen Chen/

Department of Education (Master Program of Educational Innovation & Evaluation), National Taipei University of Education


Abstract(Chinese)

如何讓工作有意義,成為有意義的工作,是人資的新議題,工作形塑是倡議途徑之一。工作形塑指工作者改變任務、關係與認知疆界,移轉工作識別與創造意義,對提升工作滿意及誘發創新有益。文獻上探討工作形塑的前因、手法與結果,及形塑者對於工作的資源、挑戰與要求之運用。然而,對工作形塑的能力配套,卻所知不多。缺口有二:未能釐清形塑者如何跨越疆界,以及探討其能力的變化。本研究以質性研究法,分析一位世界麵包冠軍如何受到使命感牽引,取得新能力與跨越疆界,移轉工作識別。文獻多將疆界改變視為理所當然、工作形塑是自然而然,本研究則發現工作形塑需經歷能力培養的歷程。此新觀點引出本文對理論與實務的啟示。

(142_M5c91c9db95160_Abs.pdf(File does not exist))

KeyWord(Chinese)

工作形塑、使命感、工作識別、跨越疆界、質性研究


Abstract(English)

How to create the meaningful job and the meaningfulness of job are the emerging topics in human relations management literature. One approach to tackle the topics is job crafting. Job crafting has been denoted as an employee actively change the boundaries of task, relationship and cognition to create new work identity, increase work meaningfulness and satisfaction. Prior literature could be divided into two streams. The first one explored the causes, techniques and outcomes of job crafting process. The second focuses on how employees exercise of the resource, challenge and demand of job to form job-crafting behavior. However, there are two gaps in literature: the first gap is to neglect to identify how the job crafters go across the boundaries of task, relationship and cognition. The other gap is the researchers seldom explore the change of the capabilities of job crafter. The study aimed to fill the gaps by employing qualitative case study method. The selected case was the baker who won the champion of the world baking competition. The findings show that job crafting could be seen as the process of capabilities cultivation pushed by the sense of purpose. Job crafter needs to adapt his capabilities to cope with the requirements of the new boundaries of task, relationship and cognition. The implications for the relevant theories and practices were discussed.

(142_M5c91c9db95160_Abs.pdf(File does not exist))

KeyWord(English)

Job Crafting, Purpose, Work Identity, Boundary-crossing, Qualitative Research


Domain
Other

Policy and management implications
(Available only in Chinese)

工作對於工作者的重要性與影響力越來越高,現代工作者投入的時間可能早已超過非工作時間,如何創造工作的意義性與提升工作者滿意度,是促進工作者穩定度與提升績效必須要考慮的因素。本研究主題是工作形塑,它代表著工作者在使命感驅動下,主動形塑自己的工作內容,包括在任務上、互動關係上與自我認知上,改變原有疆界,進而能提升工作的意義,也創造有意義的工作。相關研究的起點,來自於對工作場域中較為低下層工作者實務的觀察,他們之中有些人,會將自己的任務目標,連結到更高層次的目標,也會用較整體的觀點,來看待與完成相關工作,不但締造工作更多的價值,也提升自己的工作滿意度,這些人稱為工作形塑者。本研究發現工作形塑除了要有前因、手法與成果,還需要考慮工作形塑者在過程中的能力培養,而工作形塑者的新任務、新關係與新認知得以展開與實踐,往往來自於新能力取得與施行新作為。本研究也提出工作形塑力的內涵,包括:執行力、轉念力與延展力,執行力跟新的工作內涵有關、轉念力代表換位思考、延展力則以個人原本專業為起點再加以變化。本研究發現,工作形塑可作為另一個培養創新人才與促進工作創新的策略,它是一種在個人使命感驅動下的能力培養途徑。工作形塑與組織正式的職涯升遷、偏向垂直性移動有所差異,也與現今流行的水平式、培養工作者多種專長的斜槓發展不同。工作形塑除了對個人移轉出新工作識別,也提升工作滿意度與增加工作創新的可能。本研究的發現,呼籲組織管理與人才培育者,要捨棄人才速養的心態與做法,孕育出一個支持工作形塑的環境,讓工作者找回使命感、創造工作意義,人才培育者也應提供培養新能力的相關資源,讓更多的工作形塑出現,幫助工作者提升能力與工作意義,進而提升組織績效與創新。


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