EXAMINING THE RELATIONSHIP BETWEEN EMPLOYABILITY, WORK VOLITION, AND INDIVIDUAL WELL-BEINGS –AN EXAMPLE OF TAIWANESE WORKERS

• Main Authors: Chen-Wai Tang, 唐振瑋
• Other Authors: Yueh-Ysen Lin
• Format: Others
• Language: zh-TW
• Published: 2010
• Online Access: http://ndltd.ncl.edu.tw/handle/42162875425515839359

碩士 === 元智大學 === 領導研究所 === 98 === The raising global competition forces organizations to value the capabilities of quick responses and adaptation. On the one hand, the majority of companies adopt a flexible manpower supply in order to be flexible. Therefore, more and more companies hire contingent workers for a better control of personnel cost. On the other hand, due to the increasing emphasis of individual work-life balance and life quality, more people prefer to choose a flexible, short-term based type of employment. As a result, this trend leads to the increase of the population of non-typical employment globally, both voluntarily and involuntarily. Different from traditional typical type of employment, non-typical employment implies a short-term, contract-based worker-employer relationship. According to previous findings, a certain portion of these non-typical workers are professional knowledge workers. This triggers the researchers’ interest in the factors leading to these individuals’ choice and whether they do have a better psychological well-being. Psychological well-being is individuals’ feeling of happiness and compose job satisfaction, life satisfaction in this study. Job satisfaction, firstly proposed by Hoppock (1935), refers to the workers satisfaction of work-related dimensions. Life satisfaction refers to personal feelings of one’s life (Pavot & Diener, 1993). Researchers had found work value as an important predictor workers’ job choice (Lofquist & Dawis, 1971; Pryor, 1979, 1981; Super, 1973). According to previous research, individuals who prefer a changing work environment or contents are more likely to accept a non-typical employment relationship. As a result, these workers obtain a higher level of psychological well-being through voluntarily selecting a non-typical work relation. Employability is defined as individual’s perception of his or her possibilities to achieve a new job (Berntson & Marklund, 2007; Berntson, Sverke, & Marklund, 2006).Individuals with better employability are more comfortable with a flexible work appointment, which in turn, lead to a better psychological well-being. This study adopted questionnaire to collect data from white-collar workers in Taiwan. The objective of this study is to understand the psychological well-being of both typically and non-typically employed workers