論文摘要

本研究主要目的在探討參與管理和員工、人格特質的交互作用對員工工作滿足的影響，以期為參與管理的施行，提供一些建議。

以151名台灣省政府員工為對象，並以心理參與量表、形容詞檢核量表及工作說明量表為測量工具。本研究的自變項有二：一為參與的多寡，依受試者在「心理參與量表」上的得分，分高、低參與二類；一為員工的人格特質，依受試者在「形容詞檢核量表」上的得分，以中位數為基準，區分撫育性父母、貶抑性父母、父母總分、理性成人、非理性成人、成人總分、適應性兒童、不適應性兒童、兒童總分及整體等十種自我狀態各為高、低二種。依變項則依受試者在「工作說明量表」上的反應，共可得內在滿足（卽工作本身）、薪水、陞遷、上司、伙伴、外在及整體滿足等七種分數。

資料處理採用2×2二因子變異數分析，得到下列結果：

1.員工參與的多寡對員工的工作滿足有顯著的影響。在七種工作滿足上的得分，均以「高參與」的員工為最高，且顯著的優於「低參與」的員工。

2.員工的人格特質對其工作滿足的影響是有限的，僅（1）貶抑性父母自我狀態在工作說明量表各構面上（除伙伴滿足外），和父母自我狀態在內在、上司、外在、整體等滿足構面上有顯著的差異存在——卽擁有更多良好的父母自我狀態者和擁有愈少的貶抑性父母自我狀態者，其之滿足程度均較高；以及（2）貶抑性父母、父母、理性成人、非理性成人、兒童及整體等自我狀態對內在滿足有顯著的影響外——卽擁有較多良好自我狀態和較少不良自我狀態者，其之內在滿足程度較高。其餘各種自我狀態和各種滿足構面間的關係均不顯著。

3.參與程度和人格特質的交互作用，對員工工作滿足未具有相當的影響。只（1）兒童自我狀態愈高者，參與的愈多，其之內在滿足感愈高；（2）成人自我狀態愈高者，參與的愈多，其之薪水滿足愈高；以及（3）理性成人自我狀態和兒童自我狀態愈高者，參與的愈多，其陞遷滿足感均較高。

本文最後就研究結果的原因，及研究方法的問題等提出討論與建議。

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