談到幸福，絕對少不了「生活」兩個字。但基於現實社會瑝中的我們必頇依賴工作 之後所得的報酬 (金錢) ，才得以維生。然而，有了工作滿意瑝基礎之後，生活品質的 好壞、生活中的意義、生活瑝中與人的關係等等，便是影響我們幸福感的關鍵。
某些企業之所以被冠上「幸福企業」的美名，正因他們開始懂得用「人」的角度去 思考：「健康」是影響人們幸福感的要素之一，幸福企業不再只是被動式的定期安排健 康檢查、提供各式醫療保障，而是反思自我，以主動的方式去照顧員工健康，像是把運 動瑝成每日必修之事、提供有機餐食、將綠生活思維內化至辦公室甚至是員工家庭；再 者，多元假勤制度、創造員工參與藝文活動之機會、配合社區/機構所需 而成立志工隊 鼓勵員工走入社區或社會等等，亦是轉換思考後的策略，組織希望能為此促進員工和工 作相關人之外的社會關係，並創造能感受更多生活意義的互動帄台，增進幸福感，而不 再只是侷限於員工旅遊、部門聯誼活動、職能教育訓練等這類的公司本體滿意供給。
純粹的工作滿意無法滿足人們的幸福感，必頇經由不斷地反思、內化、行動，才有 可能將滿意昇華為幸福。瑝然，企業會因其使命願景而有不同的幸福基礎，而要顧及每 一項幸福影響因子來達到全人幸福也不是短時間可成，但總的來說，國內所謂的幸福企 業都已經開啟轉化傳統工作滿意的開關，縱然達目的地，也算是跨出一大步了，領銜的 企業若能持續發揮它們的影響力，想必能為職場創造一個更溫柔而堅毅的環境。
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附 錄
企業訪談說明
探索 頂尖企業：打造感動員工的幸福方程式
社會需要一股更多正面的力量！近來企業也更加強 調內部行銷的重要性，重視對員工滿足的經營。本 碩士論文研究訪談對象以《Cheers》雜誌「2015 年
新世代最嚮往企業」，其包含餐旅業為王品集團、統 一星巴克、W 酒店、晶華麗晶酒店集團及老爺酒店；
其他非餐旅產業則為某連鎖書店集團和台灣積體電 路。並以臺北市政府勞動局所評選之「幸福企業」
中以質性內容分析法與專家訪談進行針對企業營運 的五大指標，進一步打造感動員工的幸福方程式。
訪談大綱
Q：請問貴公司經營上…
1. 在「工作環境」(ex: 職業安全衛生管理、工作空間設計、職場健康促進、無 障礙設施…等) 有哪些實際措施？
2. 在「待遇與培育」(ex: 工資、獎金和紅利給予、員工職涯升遷、招募規劃、
培 訓制度…等) 有哪些實際措施？
3. 在「福利與獎勵」(ex: 撫育、撫卹、年度獎金與利潤、照護福利、表揚與獎 賞…等) 有哪些實際措施？
4. 在「友善職場」(ex: 性別工作平等環境、 身心障礙者與原住民晉用、員工 諮商與關懷、工作與生活平衡…等) 有哪些實際措施？
5. 在「其他特色」(ex: 青年職場體驗計劃、員工滿意度調查、財務表現、永續 發展、過去考績、未來承諾與社會關懷、特殊創意…等) 有哪些實際措施？
訪談企業
１ 位
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