在全球快速變動的環境下，企業面對政府新的法令、新的競爭者、新的產品
不斷出現，企業想要生存就必須具備一流的核心能力，才能得以生存，而透過對
員工的授權賦能來提昇組織效能，更是企業維持競爭力的主要利器。緣此，本研
究目的在瞭解員工在授權賦能的認知上，對工作態度是否產生影響，並以高科技
產業員工為對象，共發出486 份問卷，有效問卷為313 份。本文首先運用因素分
析檢定量表的建構效度及Cronbach alpha 值檢定量表信度，確定量表的信度及效
度後，再運用迴歸分析得到以下發現：
1、授權賦能對組織承諾有顯著影響。亦即當員工對授權賦能的認知程度愈高
時，其對組織的承諾愈高，尤其是教育程度愈高之員工，以及女性員工或年
紀愈大的員工，愈能感受授權賦能對組織承諾之影響。
2、授權賦能對整體工作滿足有顯著影響，亦即員工對授權賦能的認知程度愈
高，其工作滿足愈高。特別是教育程度愈低之員工與工作型態非業務類型之
員工，更能感受授權賦而對整體工作滿足之影響。
綜言之，授權賦能確實能提高員工的組織承諾與工作滿足程度，因此企業主
管應從下列方式著手：
1、尊重個別差異，提供不同的授權賦能模式
2、發展跨團隊組織，增加員工知識
3、重視員工需求，鼓勵員工參與
4、建立學習型組織環境，提供資訊分享

Enterprises must have first-class core capabilities in order to survive from
government’s new enactments, new competitors and new products under the rapid
changing environment globally, and through the empowerment, which is the major
efficient instrument to maintain enterprises’ competition ability, could improve
organizational efficiency. Therefore, the purpose of this research is to understand if
employee’s cognition of empowerment influences their working attitude; the research
objects are employees of hi-tech industry, and there are 313 valid questionnaires out
of 486 issued questionnaires. First is to use constructive validity of factor analysis test
scale and reliability of Cronbach alpha test scale to confirm reliability and validity,
and apply regression analysis to discover as below:
1. Empowerment has significant influence on organizational commitment. That is,
the higher the employees’ cognition of empowerment is, the higher the
organizational commitments are, especially for employees with higher education
background, female employees and older employees.
2. Empowerment has significant influence on total working satisfaction. That is, the
higher the employees’ cognition of empowerment is, the higher their working
satisfactions are, especially for employees with lower education background and
non-business type employees.
To sum up, empowerment could actually increase employees’ organizational
commitment and working satisfaction, therefore, managers shall undertake as
following:
1. Respect individual difference to offer different empowerment mode.
2. Develop multi-organization to increase employees’ knowledge.
3. Value employees’ need and encourage their participation.
4. Establish learning organization and share information.

目錄
第一章緒論
第一節研究背景與動機… … … … … … … … … … … … … … … … … … … P.1
第二節研究目的… … … … … … … … … … … … … … … … … … … … … … P.4
第三節研究流程… … … … … … … … … … … … … … … … … … … … … … P.5
第二章文獻探討
第一節授權賦能… … … … … … … … … ..… … … … … … … … … … … … ..P.6
第二節工作態度… … … .… … … … … … ..… … … … … … … … … … … … .P.15
第三節授權賦能對工作態度之相關研究… … … ..… … … … … .… … … .P.21
第三章研究方法
第一節研究架構… … … … … … … … … … … … … .… … … … … .… … … .P.23
第二節研究假設… … … … … … … … … … … … … … … … … … ..… … … .P.24
第三節研究變項之操作型定義… … … … … … … … … … … ..… … … … .P.25
第四節問卷設計… … … … … … … … … … … … … … … … … ..… … … … .P.28
第五節樣本與資料收集… … … … … … … … … … … … … … … ..… … … .P.29
第四章實證分析
第一節? 述性統計分析… … … … … … … … … … … … … … ..… … … .P.30
第二節因素分析… … … … … … … … … … … … … … … … … … ..… ..… ...P.34
第三節迴歸分析… … … … … … … … … … … … … … … … … … ..… … … .P.39
第五章結論與建議
第一節研究結論… … … … … … … … … … … … … … … … ..… … … … … .P.45
第二節研究建議… … … … … … … … … … … … … … … … … ..… … … … .P.47
第三節研究限制… … … … … … … … … … … … … … … … … … … … … ...P.49
參考文獻… … … … … … … … … … … … … … … … … … … … … … … … .… … ..P.51
附錄問卷… … … … … … … … … … … … … … … … … … … … … … .… … … ..P.58

51
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