本研究旨在探討台灣企業幸福管理之實踐現況，並分析幸福長（Chief Happiness Officer，CHO）的角色定位與導入可行性。隨著產業轉型、Z 世代進入職場及 ESG 浪潮興起，員工幸福感已由傳統福利轉變為影響人才留任與長期績效的策略議題。然而，受效率導向與成本控制思維影響，台灣企業的幸福管理多停留於福利提供或留才工具層次。
本研究採用質性研究方法，透過半結構式深度訪談五家具代表性之台灣企業人資職能受訪者。研究發現，台灣企業雖已導入多元福祉措施，但多數仍偏向分散式與功能式安排，尚未形成完整的管理體系。企業推動幸福管理的主要動機，多與招募競爭、雇主品牌、高壓補償及 ESG 合規有關。面對 Z 世代對心理安全感與工作生活平衡的強烈訴求，幸福管理的制度化仍受到量化困難、成本考量、主管認知差異與組織信任不足等因素限制。針對 CHO 角色，多數企業認同其在員工體驗與跨世代溝通的功能，但實務上較傾向採取「功能先於職稱」的漸進式導入。
本研究進一步提出「台灣企業幸福管理成熟度模型」，將發展進程區分為福利補償型、留才工具型、員工體驗型與策略治理型四個階段。研究認為，幸福管理成熟度的關鍵在於企業是否完成由「交易導向」轉向「關係導向」的管理邏輯轉型。最後，建議台灣企業應釐清幸福管理定位，建立多層次指標體系並逐步導入類 CHO 功能，使幸福福祉真正轉化為組織文化與長期競爭力。

This study explores happiness management in Taiwanese enterprises and the feasibility of introducing the Chief Happiness Officer (CHO). Driven by industrial transformation, Generation Z, and ESG, employee happiness has shifted from a welfare issue to a strategic concern. However, practice in Taiwan remains limited to traditional welfare programs.
Using a qualitative approach, this study conducts semi-structured interviews with five representative enterprises across technology, fintech, multinational, and manufacturing sectors. The findings show that current practices remain fragmented, lacking clear accountability, data tracking, and performance linkage. Furthermore, while enterprises recognize CHO functions—such as employee experience design and psychological safety—most prefer a “function before title” approach over establishing a formal position.
Based on these findings, this study proposes a four-stage maturity model: welfare compensation, retention tool, employee experience, and strategic governance. It suggests that Taiwanese enterprises clarify strategic positioning, establish multi-level indicators, and gradually introduce CHO-like functions to build long-term competitiveness.

一、中文部份
1.楊雅筑（2026年3月10日）。ESG 浪潮下的幸福職場：企業如何落實員工福祉（此處為範例標題，請依文章實際標題修改）。臺灣證券交易所市場觀點。
https://www.twse.com.tw/market_insights/zh/detail/8a8216d69bde495d019c0cf16bcb00e1
2. 經理人月刊（2022年06月13日）。Google、SAP 都有!為員工爭取幸福的 CHO，為何在近年格外重要？https://www.managertoday.com.tw/topic/view/130/post/66020
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