直轄市立公共圖書館工作人員工作輪調認知對其留任意願之影響研究─以工作特性與工作滿意為中介變數

Abstract

每項工作都是由一個或數個不同的工作特性所組成，它們可以影響工作人員的工作態度與行為，進而影響其工作滿意度和留任意願等。工作輪調藉由工作人員的職位或業務異動，達成建立從做中學的訓練機會，除了可幫助工作人員獲得多樣化的工作體驗和技能、滿足其職涯發展的需求、提升工作人員工作滿意度及留任意願外，同時可讓組織更有彈性地運用人力，甚至促進組織整體的學習。圖書館經營的核心元素在於圖書館工作人員，圖書館工作人員的專業能力除了確保圖書館事業的品質外，也與其自身職涯發展有關，圖書館工作人員離職率高，將影響圖書館各項服務的品質，不利於圖書館事業發展；工作輪調可以幫助圖書館工作人員減少工作單調、面對環境變動的挑戰及提高爭取成長的機會，進而提高留任意願，對於圖書館人力維持有著相當的助益。本研究藉由問卷調查中華民國臺灣地區直轄市立公共圖書館工作人員的工作輪調現況，以確認工作輪調與其工作特性、工作滿意度及留任意願的相關性，並瞭解於公共圖書館情境下實施工作輪調，對於圖書館工作人員的工作特性認知、工作滿意及留任意願是否造成影響。研究分析結果發現，除了工作特性認知之子構面「技能變化性」對於留任意願的影響不顯著，工作輪調認知、工作特性認知及工作滿意度皆對留任意願具有顯著正向影響；工作輪調認知正向影響工作特性認知及工作滿意度；工作特性認知與工作滿意度在工作輪調認知與留任意願之間皆具中介效果，惟工作特性認知之子構面「技能變化性」對於工作輪調與留任意願間之關係不具備中介效果。根據研究結果，作者歸納了完善輪調制度、強化圖書館工作的重要性、改善外在激勵措施及增進工作輪調重要性等四點建議及未來研究方向。Each job consists of one or more different characteristics that can influence employees’ work attitudes and behaviors, thereby affecting their job satisfaction and retention intention. Job rotation, through changes in employees’ positions or job assignments, creates opportunities for learning by doing. In addition to helping employees gain diverse work experiences and skills, fulfilling their career development needs, and enhancing both job satisfaction and retention intention, it also enables the organization to utilize human resources more flexibly and facilitates overall organizational learning.The core element of library management lies in its staff. The professional competencies of library personnel not only ensure the quality of library services but are also closely tied to their own career development. A high turnover rate among library staff can negatively impact the quality of various library services and hinder the development of the library as a whole. Job rotation can help reduce job monotony, enable staff to cope with environmental changes, and increase opportunities for growth. In turn, it can enhance their retention intention and be highly beneficial to the sustainability of human resources within the library.This study investigates the current status of job rotation among library personnel in metropolitan public libraries in Taiwan through a questionnaire survey, aiming to examine the correlations between job rotation, job characteristics, job satisfaction, and retention intention. It also seeks to understand whether the implementation of job rotation within the context of public libraries influences library personnel’s perceptions of job characteristics, job satisfaction, and retention intention.The results of the analysis reveal that, except for the subdimension" skill variety " under job characteristic perception, which does not have a significant effect on retention intention, all other variables—perception of job rotation, perception of job characteristics, and job satisfaction—exert a significantly positive influence on retention intention. Perception of job rotation has a positive effect on both perception of job characteristics and job satisfaction. Furthermore, both job characteristic perception and job satisfaction serve as mediators between perception of job rotation and retention intention. However, the subdimension"skill variety" under job characteristic perception does not mediate the relationship between job rotation perception and retention intention. Based on the research findings, the author proposes four key recommendations and directions for future research: establishing a well-structured job rotation system, reinforcing the importance of library work, improving external incentive measures, and enhancing the perceived importance of job rotation.