| Summary: | 碩士 === 國立交通大學 === 經營管理研究所 === 89 === This research uses professional inquiry questionnaires such as Job Characteristics Inventory (JCI) and “An Analysis on Competencies for Managers (in Taiwan)” by Mr. Lin Ping-Cheng as blueprint for the self-made research questionnaire, to conduct studies targeting administrative department staffs of Taiwan Power Company (Taipower). One part of the study explores the degree of satisfaction employees of the administrative department have toward their job characteristics, as reference for management to provide employees with incentives; and another aspect is to examine the relativity between employee attributes and middle-level managerial leadership, in order to understand the suitability of management abilities for those middle-level managers in the administrative department of Taipower, as reference for management to use in regards of company operation, as well as a tool inspiring management skills from middle-level managers.
The statistical analysis based on 535 effective questionnaires (75.8% effective rate of return) found:
1.The satisfaction rate on job characteristics by employees of Taipower administrative department to be adequate; only job feedback displayed a slightly less rate of satisfaction compared with other job characteristics.
2.No significant rate of satisfaction on job characteristics discernable by employees of different age, seniority, education level, or category.
3.Notable differences existed amongst employees of different gender in respect to core job dimension in job characteristics such as “variety”, “autonomy”, “ task identity ”, “feedback” and “friendship opportunities ”; male staffs showed a higher level of satisfaction than females. Different levels of employee demonstrated notable differences over the “variety” of job characteristics; low-level employees at Taipower administrative department had a lower degree of job variety compared to those of higher positions.
The result indicated the necessity for Taipower to redesign job specification incentives in order to stimulate female and lower-level employee potentials in respect to job characteristics.
4.Taipower employees in the administrative department ranked very important or important in the assessment believing middle-level managers should be equipped with management skills in abilities such as technical, human, and conceptual. The afore-mentioned are important management skills in respect to the suitability of management skills.
5.No discernable differences from employees of different gender, age, seniority, employee category, or position ranking, in regards to the assessment of management skills of middle-level managers were noted.
6.Notable differences existed amongst different educational levels in their assessments of the management abilities of middle-level managers; employees of graduate school and above had a higher assessment standard over the importance of “technical skill” and “conceptual skill”, but not much over “human skill”, however.
Last, related suggestions based on the findings and conclusions of this research were raised for use against corporate management practicalities, as well as served as developmental reference applicable by the management for employee incentives and the planning of management ability of middle-level managers.
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