近年來，由於台灣社會逐漸高齡化，而讓長期照顧產業蓬勃發展，同時照顧服務員的薪資議題也漸漸引發討論。過去許多研究探討員工的使命感、薪酬滿意度、利社會動機與工作投入之間的關係，然而卻未能將其之間的關係充分探究。基於過往文獻，本研究認為具有高度使命感的員工能夠在工作中實現自我的理想，進而對工作有更多的投入。本研究更進一步假設員工在薪酬滿意度高、利社會動機高的狀況下，滿足自我的內在與外在動機，最後產生較高的工作投入。故本研究以薪酬滿意度與利社會動機作為干擾變項，探討使命感與工作投入之間的關係。本研究搜集了328位居服員的資料，並以統計軟體SPSS做為分析工具，以干擾模型進行假設驗證。
研究結果顯示，員工的使命感會正向的影響工作投入。然而，薪酬滿意度並不會干擾使命感與工作投入之間的關係。最後，利社會動機對使命感、薪酬滿意度與工作投入之間的干擾關係有顯著的干擾效果。根據研究結果，本研究提出的管理意涵如下：組織在招募員工的同時，應該先了解員工的目標或是透過員工的宗教信仰提升員工的使命感；或是組織透過激勵、訓練的方式，促發員工的利社會動機，讓員工感受到自己工作的意義，進而提升員工的使命感與工作投入。

In recent years, due to the population aging of Taiwan society, the long-term care industry has flourished. At the same time, the issue of salary for nurse aides has gradually aroused discussion. Many studies in the past have explored the relationship between employees' sense of calling, salary satisfaction, prosocial motivation and job involvement, but they have not fully explored the relationship between them. Based on past literature, this research demonstrated that employees with a high sense of calling can realize their ideals at work, and then have more investment in work. This research further assumes that under the condition of high salary satisfaction and high prosocial motivation, employees’ intrinsic and extrinsic motivations would be satisfied, and finally more involved in job. Therefore, this study used salary satisfaction and prosocial motivation as moderating variables to explore the relationship between sense of calling and job involvement. This study collected data from 328 nurse aides and used statistical software SPSS as an analysis tool to verify hypotheses with moderating models.
The research results showed that employees’ sense of calling will positively affect job involvement. However, salary satisfaction does not moderate with the relationship between sense of calling and job involvement. Finally, prosocial motivation has a significant moderating effect on the relationship between sense of calling, salary satisfaction and job involvement. According to the results of the research, the management implications of this research are as follows: When recruiting employees, organizations should first understand the employees’ goals or enhance employees’ sense of calling through their religious beliefs; or the organization should use incentives and training methods, promote the prosocial motivation of employees, let employees feel the meaningful of their job, and then enhance their job involvement.

Thesis Validation Letter i
Abstract (Chinese) ii
Abstract (English) iii
Content v
List of Figures vii
List of Tables viii
Chapter 1 Introduction 1
Chapter 2 Literature Review 6
2.1 Social Exchange Theory 6
2.2 The Relationship Between Sense of Calling and Job Involvement 8
2.3 The Moderating Effects of Salary Satisfaction Between Calling and Job Involvement 12
2.4 Calling, Salary Satisfaction and Job Involvement: Prosocial Motivation as a Moderator 17
Chapter 3 Methods 19
3.1 Research Framework 19
3.2 Samples & Procedures 21
3.3 Variable Definition & Measurements 22
3.4 Statistical Analyses 26
Chapter 4 Results 30
4.1 Sample Descriptive Statistics 30
4.2 Confirmatory Factor Analysis (CFA) 32
4.3 Reliability Analysis 33
4.4 ANOVA Analysis 34
4.5 Correlation Analysis 36
4.6 Regression and Moderation Analysis 39
4.7 Hypothesis Testing 42
Chapter 5 Discussion 44
5.1 Results and Discussion 44
5.2 Practical Implication 49
5.3 Limitations &Directions for Future Research 52
References 55
Appendix I 67

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