企业知识员工工作生活质量结构及测度研究

Research on the Structure and Measuring of the Knowledge-based Workers' QWL in Enterprises

本文建构并验证了我国企业知识员工工作生活质量的内容结构,认为其包含工作自主性、任务重要性、工作意义、工作信息反馈、发展机会、团队合作、管理风格、员工尊重、企业形象、社会地位以及身心健康等11个维度,并且通过实证结果表明,这11个维度可归并为工作任务、组织环境和社会与心理等三个基本方面,而且它们之间具有显著的相关性;同时,本文通过量表提炼技术以及探索性和验证性因子分析方法,开发了一套信度和效度良好的知识员工工作生活质量测量量表,从而为今后学术界和企业界对这一领域的研究和实践提供了指导依据和可操作化的工具。

In the previous literature on Quality of Work Life （QWL）, the definition, content and empirical study on QWL have been largely discussed and most of the results have been accepted. However, tbe scales of QWL varied from perspectives and focuses of scholars. This research gap induces conflicting theoretical research findings and confusion in Human Resource Management practice. Based on theoretical analysis, this paper discusses the structure and model of QWL of knowledge-based workers. Accordingly, empiri- cal data which has been collected to test this model. As a result, this paper develops a clear and effective scale to promote the theoretical research on QWL so that it may improve the management practice of knowledge-based workers to some degree. 279 knowledge-based workers from Pearl River delta region, Yangtze River delta region, Beijing, Siehuan and Chongqing participate in our survey and 1658 questionnaires are collected. Empirical results indicates that there are 11 dimensions of QWL, work independence, job importance, work significance, feedback loop, promotional opportunity, team work, management style, respect to the staff, corporate image, social position, physical and mental health. The dimensions can be divided into three aspects through empirical analysis. They are task, organizational environment and society and psychology. And they are correlated to each other significantly. Also, this paper conducts a scale for knowledge-based workers through a range of analysis on relating exploratory and confirmatory factors. This scale is therefore believed to be reliable and can be used as a practical foundation md guidance for the researchers and companies in the future. Some imitations of this research are also discussed, mainly the selection endency of the items in the questionnaire and limited informant ample. Finally, this paper sheds light on the relation between QWL ：rid Human Resource Management, such as individual performance, ,rganizational performance, work motivation and turnover intenion. Also, it indicates that future research would be studied on the omparison of QWL in different types of enterprises.