第五章 討論與建議
第三節 管理意涵
本節根據本研究所得到之實證結果，提出以下幾點建議，以供管理實務的參 考：
一、正視工作不安全感之於員工的影響
ISSP 跨國性研究資料的整合分析可以幫助我們同時掌握各國員工間於於工 作表現上的異同。同的是，本研究發現不分國家、文化與社會制度，員工們一旦 因面臨工作即將喪失而對現有工作產生不安全感時，連帶的會影響其工作態度表 現，即工作不安全感會降低員工工作滿意度及其對組織的承諾。循此，我們建議 組織須正視工作不安全感對員工及組織可能產生的負向影響，如可在工作中表現 組織對他們的支持，或讓員工享有工作控制權等，都可以降低員工對於工作不安 全感的知覺與反應（Büssing, 1999; Greenhalgh & Rosenblatt, 1984; Lim, 1996）。
二、考量文化與社會制度發展差異
此外，本研究亦從社會文化差異的立場與分析，提供跨國組織一個整合性的 思考。未來組織不論是在國內、外進行的組織變革、改造時，除了考慮員工們可 能產生的壓力與反應之外，亦可考量組織所在地之社會文化與經濟發展對於員工 壓力知覺與壓力反應所可能產生的影響。特別是不同文化脈絡下，數種文化彼此 間的相互比較，方能更精確地捕捉員工對壓力知覺與反應的細部歷程，更明確地 界定出特定壓力狀態下的高危險族群，予以介入性的幫助。本研究即發現集體主 義文化、不確定性規避較高或東亞發展型國家之工作者，其組織承諾隨著工作不 安全感的增加而大幅下降。換言之，相較於西方國家，東亞國家的員工較容易受 到工作不安全感的影響，而降低自己對現有工作的滿意程度與對組織的承諾。誠 如前文所討論一般，東亞型員工因為儒家傳統價值的影響及對其工作保障的重 視，而較容易對工作喪失有較大的負向反應；再者，當其所處的社會也不能提供 他們完善的就業輔導、保障與失業救助等措施時，會更加速員工對工作不安全感 的負向反應。這也莫怪乎東亞員工對於工作不安全的負向反應會較其他地區顯 著，因他們無法從自己所在社會的軟、硬資源中獲得舒緩。
採用東亞發展型福利體制的國家多是經濟發展尚處於開發中的東亞國家。相
較於歐、美國家經濟與社會發展的成熟度，東亞國家仍以經濟發展為優先，社會 福利體制的發展也是以促進經濟發展為目標，這也是為什麼東亞國家投入社會福 利的支出遠低於歐、美國家的主要原因。誠如Esping-Andersen（1997; 1999）研 究所述，東亞國家福利體制的發展有其獨特性，但還處在未成熟的階段。如果未 來如果要往成熟、健全的方向前進，從本研究的結果，我們建議政府單位可以社 會民主型為標的，努力建構良善且人人均惠的社會福利系統，方能有效紓緩員工 對工作壓力的負向反應，且讓人民能更專心的投入於工作產出之中。
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