第五章、 結論與建議
第二節、 管理意涵與建議
一、管理意涵與討論
2012 年 Yahoo 新任女性執行長由原 Google 副執行長Marissa Ann Mayer轉任 後，號稱 Google 第一美女的她，為挽救 Yahoo 悲慘的財報與低靡的士氣，大刀 闊斧針對其組織內部工作型態及環境汰舊換新。她特別強調工作環境中互相協助、
扶持等相依的效果對於工作表現具有正面的結果，也因為其強硬的作風推動政策，
為正在每況愈下的 Yahoo 帶來了一線契機。而台灣企業也面對資訊科技的快速 發展、工作日趨複雜、專業技術更迭及全球化的挑戰與衝擊下，過去傳統體制的
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組織已經無法面對這股環境的丕變與趨勢。管理者已意識到目前組織內工作的內 容日趨繁重，完成任務需要不同的專業技能、思維判斷與過往經驗，更加強調高 度分工協調的特性，工作的任務已無法單就個人的力量來獨自完成。而組織內的 成員合作與支持，也使得日趨繁雜及專業化分工化的工作環境更顯得井然有序。
透過本研究的結論可知，工作相依性對於工作滿意度的表現具有正向且顯 著的預測力，對於自我效能而言，亦具有正向的影響。工作相依的特性通常是依 據職位特性、公司文化、發展方針、工作環境、工作技能等既定的工作條件而擬 定，因此員工的工作相依較不易依照個人改變或調整。面對工作環境整體的調整 過程中，原本獨立的工作內容轉變為互相依賴的工作內容，對於組織必然會有不 小的衝擊，組織必須經過一個長期的動態調整，使得工作內容產生更佳的配適程 度。根據本研究結論表示，組織在員工可達成的範圍內，將一份工作任務分配至 不同員工中，有助於提升其工作中的表現，員工在工作中溝通協調的過程中，投 入更多努力解決原本認為困難的任務，對於工作任務的肯定態度，使得其工作滿 意度隨之而提升。因此本研究認為，組織中可透過適度的提高工作中相依的程度，
而提升員工之工作滿意度。
另外從研究中結論亦得知，自我效能除了以工作相依為正向的預測變項外，
也對於工作滿意度具有正向的預測力，因此本研究為組織中可透過提高員工的自 我效能，使員工更有信心去面對工作上未知的挑戰，進而提升其工作滿意度。本 研究認為(1)在工作上適時給員工正向的回饋及鼓勵。(2)公開表揚績效卓越及拔 擢自我成長優異的員工。(3)建立工作中的典範及標竿學習。(4)透過人力資源的 教育訓練引領員工正向面對逆境的態度。
本研究的結果也顯示，工作複雜度對於工作相依性與自我效能及工作相依性 與工作滿意度之間具有正向的調節效果，表示員工在面對高度複雜的環境下，工 作相依程度較高的員工，反而擁有更好的表現，具有更佳的自信面對困難，產生 較高的工作滿意度。因為在高度的工作複雜環境中，員工在相對高度的相依工作
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環境下，面對問題不再是一個人獨力承擔解決，而是由團隊中不同成員來分擔工 作，承受與調節自己的心態也相對較為正面，對於工作滿意度的表現也隨之而上 升。因此，本研究建議，在具有高度複雜的工作環境中，應該使得員工彼此之間 的工作具有相互依賴的效果，透過提高工作相依性，可使得員工的自信心與工作 滿意度提高。
本研究亦發現，社會支持具有正向調節自我效能與工作滿意度的影響，表示 員工在高度的社會支持下，本身具有高度自信心的員工對於其工作滿意度也會劇 烈加強。因為員工本身在肯定自己的情況下，又得到來自主管、朋友、部屬及同 事間的讚賞與支持下，對於其本身信心會隨之而大量增加，使得其工作滿意度上 升更為明顯。因此，本研究建議，在面對具有高度自信心的員工身上，給予適當 的肯定與輔助，員工對於其工作滿意度上升會來的更為明顯，也可以給組織帶來 正向的助益。
二、研究限制與建議
本研究對象在樣本取樣上，發現不同行業具有不同的趨勢與行為，例如:
男性多聚集在科技領域，而女性大多在教育學術領域。而本身在不同領域及不同 性別下，面對之挑戰及處理方式皆有所不同。另外，工作相依性大量存在於科技 產業之中，在教育業則是相對鮮少許多。雖然本研究在產業別處理上採取綜觀之 視野進行討論。但根據研究結果，本研究認為未來若是將研究聚焦在特定產業上 討論，對於工作相依性的重要性而言，會提高更多，使得研究完整度更高。
另外，回顧以往的文獻，對於工作相依性型態評估，其評估準則有限，在科 技變化迅速的世代中，新型態的科技隨時汰換著舊有的工作型態，工作相依的型 態亦變動劇烈，如何衡量科技帶來新形態相依效果更是下一個必須要關注的議題，
也是之後研究中要加入考量的問題。例如:遠端工作之工作相依性效果等。
本研究的樣本數雖然有六百筆，但現職工作者年齡集中於 20 至 30 歲之間，
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且有近九成的工作者是單身未婚，僅有 6.5%的員工位居於管理階層。此也是本 研究的一大限制之一，故也期待後續的研究能夠突破此困境，力求研究之完善。
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