在現今社會中，無論在哪一種職業與產業，每個人都需要找到工作對自身的意義，使命感賦予生活目標，能為所做的事情增添意義，當員工覺得自己的工作有意義時，會更盡心盡力投入工作中，並更願意冒險與學習，精進成果。當員工之使命和公司價值連結時，除了能啟發員工的潛能外，也能激發企業之成長動能。
本研究以自我決定理論為基礎，以台灣各產業之私人企業工作單位計287位員工為研究對象，分析結果顯示：(1)職業使命感和員工幸福感有正向關係；(2)員工幸福感和學習行為有正向關係；(3)員工之幸福感在職業使命感和學習行為之間具有中介效果；(4)知覺多元性氣候對職業使命感和員工幸福感的關係不具有正向調節作用。
依據研究結論，高使命感之員工透過工作實現自我人生之意義與價值，其自主性提升自我能力，有效提升員工內心之愉悅幸福感，在工作中擁有幸福感，反映自我工作的一種自我價值肯定，進而增強員工學習意願之行為，讓員工在工作中能發揮所長，不斷進修學習新知，有益提升企業之競爭能力。本研究最後亦提供相關實務意涵、研究限制和研究建言，給予企業和研究團隊做為後續研究之參考。

In today's society, no matter what kind of profession or industry they are in, everyone needs to find the meaning of work for themselves. A sense of mission gives life purpose and adds meaning to what they do. When employees feel that their work is meaningful, they will devote themselves more to their work, and they will be more willing to take risks and learn, and improve their results. When the mission of employees is linked to the value of the company, in addition to inspiring the potential of employees, it can stimulate the growth momentum of the company.
Based on Self-Determination Theory, 287 employees from private enterprises in various industries in Taiwan were selected as the research objects. The analysis results show that: (1) occupational calling has a positive relationship with employee well-being; (2) employee well-being has a positive relationship with learning behaviors; (3) employee well-being has mediating effect between occupational calling and learning behaviors; (4) perceived diversity climate does not show positive regulating effect on occupational calling and employee well-being relationship.
According to the research conclusion, employees with a high sense of mission realize the meaning and value of their life through work, improve their self-ability independently, and effectively improve the inner happiness. Having a sense of happiness at work, reflects a kind of self-value affirmation of their work, and then enhance the behavior of employees' willingness to learn, so that employees can give full play to their strengths in work and constantly learn new knowledge, which is beneficial to enhance the competitiveness of enterprises. This study also provides relevant practical implications, research limitations and research advice for the company or research team to follow up the research.

論文審定書 i
誌 謝 ii
中文摘要 iii
Abstract iv
目 錄 v
圖 次 vi
表 次 vii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第二章 文獻探討 6
第一節 自我決定理論 6
第二節 變數介紹 8
第三節 假說推導 26
第三章 研究方法 30
第一節 研究架構 30
第二節 研究樣本 31
第三節 變項操作型定義與衡量方式 35
第四節 統計分析方法 40
第四章 實證結果分析 42
第一節 模型檢測 42
第二節 相關分析 43
第三節 階層廻歸分析 45
第五章 結論與建議 50
第一節 研究分析結果 50
第二節 研究意涵 53
第三節 研究限制與未來研究建議 55
參考文獻 56

一、中文文獻
王玉珍、吳清麟(2017)。成人生涯召喚量表之編制及其信效度分析。教育心理學報，49(1)，1-21。
王怡茹（2014）。新北市國民中學教師幸福感及其相關因素之研究。國立臺灣師範大學教育學系碩士論文，台北市
王雁飛、樊夢莎、朱瑜(2017)。多元化與公平管理系統研究進展述評。外國經濟與管理，39(10)，40-52。
呂育純(2022)。企業文化認知與兩岸員工幸福感及敬業貢獻度關係之研究-以H公司為例。國立政治大學商學院經營管理碩士學程碩士論文，台北市。
李芸蘋、陳以亨、陳先郡、陳啓文(2014)。台灣警務人員之工作使命感研究。公共行政學報，46，29-58。
李樹祥，梁巧轉，孟瑤(2012)。團隊多樣性氛圍、團隊凝聚力和團隊創造能力的關係研究。軟科學，26(07)，91-95。
何晨瑋(民112年4月)。什麼是DEI？職場多元、平等、共融更有競爭力？ESG遠見-永續共好。取自https://esg.gvm.com.tw/article/26124
阮氏芳(2014)。組織多元化氣候.組織溝通及工作滿意度之關係研究-以越南台資企業之越南員工為例。國立中央大學人力資源管理研究所碩士論文，桃園。
林杏劭（2019）。服務人員的職涯使命感、顧客情感承諾對職涯適應力與服務表現之關係。國立澎湖科技大學觀光休閒碩士班碩士論文，澎湖縣。
林佳瑩(2022)。促進焦點對員工自願學習行為、工作輪調意願之影響-以智力刺激為調節。國立中央大學人力資源管理研究所碩士論文，桃園市。
林惠彥、陸洛、吳珮瑀、吳婉瑜(2012)。快樂的員工更有生產力嗎？組織支持與工作態度之雙重影響。中華心理學刊，54(4)，451-469。
林俊瑩、謝亞恆、曹靜麗、蕭明潔(2009)。工作特性、組織氣氛對學前教師工作滿意度與工作倦怠的影響：以花蓮地區為例。教育與多元文化研究，1，217-258。
金樹人(2011)。生涯諮商與輔導(重修版)。台北市：台灣東華。
呂宛蓁、胡丞筑、胡林煥（2020）。與使命感同行：體育教師生涯適應與生命意義感。大專體育學刊，22(4)，300-315。
施建彬(1995)。幸福感來源與相關因素之探討。國立高雄醫學大學行為科學研究所碩士論文，高雄市。
洪慧芳(譯)(民107)。「意義：邁向美好而深刻的人生」(原作者：Emily. Esfahani. Smith)。臺北市：時報文化。
胡利利、萬韓莎、熊璐(2019)。組織氛圍對員工工匠精神影響實證研究。生產力研究，12 ，87-90。
范振傑、顏志龍(2012)。自我決定理論及其在組織行為的應用。運動管理，16，27-35。
馬占杰(2019)。多元化氛圍研究評述與展望。長春工程學院學報（社會科學版），20(3)，45-47。
馬占杰(2020)。多元化氛圍對知識型員工創新行為影響的跨層次研究。管理學刊，33(4)，72-81。
張佳婕(2012)。幼兒園教師幸福感與教學效能之關係-以新竹市為例。東海大學教育研究所碩士論文，台中市。
張春興(2006)。教育心理學三化取向。臺北：東華書局。
張珮琦(2008)。個人背景及幸福感與工作滿意度、組織承諾、離職意向之關聯。國立中央大學人力資源管理研究所碩士在職專班論文，桃園市。
張競成(2019)。工作幸福感文獻回顧。科技與人力教育季刊，6(2)，18-31。
莊惠絜(2014)。社工的幸福劇本～初探台灣社工人員的職場幸福感。臺北:國立臺灣師範大學社會工作學研究所碩士論文。
許順旺、莊宜君、王媛慧、鄭姍姍(2015)。高中職餐飲管理科之學校品牌形象與學生學習行為、學習成效關聯性探討-以學習壓力作為干擾變項。輔仁民生學誌，21（2），73-96。
許馨仁(2012)。工作壓力影響心理困擾之調節因素探討-以中部地區在職進修護理人員為例。國立台中教育大學諮商與應用心理研究所碩士論文，台中市。
郭進隆、齊若蘭(譯)(民107)。第五項修練：學習型組織的藝術與實務(原作者：Peter. M. Seng)。臺北市：遠見天下文化。
陳文忠(2004)。組織氣候、學習動機與學習行為對人力資源績效影響之研究以國內企業員工回流教育為例(未出版碩士論文)。國立成功大學,台南。
陳蕙芬(2019)。「以使命感塑形：工作形塑的能力陶冶」。中山管理評論，27(1)，179-226。
陳嬿竹(2002)。網路與真實人際關係、人格特質及幸福感之相關研究。國立屏東師範學院教育心理與輔導研究所碩士論文，屏東市。
陸洛(2007)。華人的幸福觀與幸福感。心理學應用探索，9（1），1-19。
彭馨儀(2017)。信仰成熟與職業倦怠之關係-以使命感為中介因子。國立清華大學教育心理與諮商學系碩士論文，新竹市。
曾莉閔(2012)。工作要求、工作資源與學習行為關係之研究。國立高雄應用科技大學人力資源發展系暨研究所碩士論文，高雄市。
黃文柔(2023)。以自我決定論及訊息處理理論觀點探討線上學習之內在動機與學習投入。台灣教育研究期刊，4(2)，343-365。
黃煥榮(2021)。員工幸福感的意涵與影響因素之探討。文官制度，13(1)，67-103。
黃嬿(民109年12月)。幸福員工生產力更高，荷蘭研究：幸福感可訓練科技新報。取自https://technews.tw/2020/12/24/happiness-training-is-effective/
楊勇、顧金鳳、陳夷亞、張永勝(2021)。組織氛圍與績效管理關係研究。中小企業管理與科技，12-13。
楊恩綺(2018)。幸福感如何影響中階經理人的學習行為:探討收斂思維與發散思維的影響。國立中興大學科技管理研究所碩士論文，台中市。
楊國樞(1980)：生活素質的心理學觀。中華心理學刊，22(2)，11-24
葉龍、趙迪、郭名(2018)。知識型員工職業呼喚對工作幸福感的影響研究-職業承諾的中介作用和薪酬的調節作用。中國人力資源開發，35(09)，29-39。
廖玉齡(2007)。成人學習動機、學習行為、學習機會與創新表現開係之研究一以管理碩士在職專班為例(未出版博士論文)。國立中正大學,嘉義。
趙宏玉、張曉輝(2015)。教育政策隊免費師範生從教動機、職業認同的影響。北京師範大學學報（社會科學版），4，51-59。
趙海霞、鄭曉明(2013)。工作使命感研究現狀與展望。經濟管理，10，192-199。
劉佳昀(2022)。讓使命感延續：TFT教師支持系統與教師工作形塑。國立台北教育大學教育學院教育學系碩士論文。台北市。
蔡昆憲(2007)。以正向觀點探討資訊人員職場幸福感之研究:擴展-建立理論觀點。國立高雄大學經濟管理研究所碩士論文，高雄市。
鄭增財(1999)。實用技能班學生價值觀與學習行為之分析研究(未出版博士論文)。國立台灣師範大學,臺北。
盧美貴(1985)。父母教養方式與國小資優兒童學習行為之關係。北市師專學報，16，123-202。
蕭富元(2012年6月)。改變，為了幸福。天下雜誌，500，41-47。
謝博全(2020)。員工心理安全對於工作投入之影響-自我決定理論與自心理資本理論之比較。國立嘉義大學企業管理學系碩士論文，嘉義市。
謝寶國、辛迅、周文霞(2016)。工作使命感：一個正在復甦的研究課題。心理科學進展，24(5)，783-793。
簡福成(2012)。成人學習動機、學習行為、創新能力與訓練成效關係之研究-以T公司主管人才培訓班為例。國立屏東教育大學行政研究所博士論文，屏東市。
 
二、 英文文獻
Ahn, J., Dik, B. J., & Hornback, R. (2017). The experience of career change driven by a sense of calling: An interpretative phenomenological analysis approach. Journal of Vocational Behavior, 102, 48-62.
Andel, S. A., Arvan, M. L., & Shen, W. (2021). Work as replenishment or responsibility? Moderating effects of occupational calling on the within-person relationship between COVID-19 news consumption and work engagement. Journal of Applied Psychology, 106(7), 965–974.
Bellah, R. N., Madsen, R., Sullivan, W. M., Swidler, A., & Tipton, S. M. (1985). Habits of the heart: Individualism and commitment in American life. New York: Harper and Row.
Birdi, K., Allan, C., Warr, P., (1997). Correlates and perceived outcomes of four types of employee development activity. Journal of Applied Psychology, 82, 845-857.
Brown, W. F. and W.H. Holtzman. (1968). Survey of study habits and attitudes, College level, New York: Psychological Corporation.
Cannon, M. D., & Edmondson, A. C. (2001). Confronting failure: Antecedents and consequences of shared beliefs about failure in organizational work groups. Journal of Organizational Behavior, 22(2), 161-177.
Carlozzi, C.L. (1999), Diversity is good for business, Journal of Accountancy, 188(3), 81-86.
Chan, C. A. & Lim, L. (2003). Examining the linkages between team learning behaviors and team performance. The Learning Organization, 10(4), 228-236.
Chetty, S., & Campbell-Hunt, C., (2004). A strategic approach to internationalization: A traditional versus a "born-global" approach, Journal of International Marketing, 12, 57-81.
Cox, T. (1993), Cultural Diversity in Organizations: Theory, research, and practice, Berrett-Koehler, San Francisco.
Cox, T. and Blake, S. (1991), Managing cultural diversity: Implications for organizational effectiveness, Academy of Management Executive, 5(3), 45-55.
Dalton, J. C. (2001). Career and calling: Finding a place for spirit in work and community. New Directions for Student Services, 95, 17-25. 
Deci, E. L., & Ryan, R. M. (2002). Handbook of seif-determination research. Rochester, NY： The University of Rochester Press.
Diener, E. (1984). Subjective well-being. Psychological Bulletin, 95, 542-575.
Diener, E., Suh, E. M., Lucas, R. E., & Smith, H. L. (1999). Subjective well-being: Three decades of progress. Psychological Bulletin, 125(2), 276.
Dik. B. J., Duffy, R. D., & B. M. Eldridge. (2009). Calling and vocation in career counseling: Recommendations for promoting meaningful work. Professional Psychology: and Practice, 40(6), 625-632.
Dobrow, S. R., Weisman, H., Heller, D., & Tosti-Kharas, J. (2019). Calling attention to 20 years of research: A comprehensive meta-analysis of calling. Proceedings – Academy of Management, Article 12789.
Duffy, R. D., & Dik, B. J. (2013). Research on calling: What have we learned and where are we going? Journal of Vocational Behavior, 83(3), 428-436.
Duffy, R. D., Dik, B. J., & Steger, M. F. (2011). Calling and work-related outcomes: Career commitment as a mediator. Journal of Vocational Behavior, 78(2), 210-218.
Duffy, R. D., Dik, B. J., Douglass, R. P., England, J. W., & Velez, B. L. (2018). Work as a calling: A theoretical model. Journal of Counseling Psychology, 65(4), 423-439.
Edmondson, A. (1999). Psychological safety and learning behavior in work teams, Administrative Science Quarterly, 44, 350-383.
Elangovan, A.R., Pinder, C.C. and McLean, M. (2010) Callings and organizational behavior. Journal of Vocational Behavior, 76(3), 428-440.
Ely, R. J., & Thomas, D. A. (2001). Cultural Diversity at Work: The Effects of Diversity Perspectives on Work Group Processes and Outcomes. Administrative Science Quarterly, 46(2), 229-273.
Fisher, C. D. (2010). Happiness at work. International Journal of Management Reviews, 12(4), 384-412.
Gavin, J. H., & Mason, R. O. (2004). The Virtuous Organization: The Value of Happiness in the Workplace. Organizational Dynamics, 33(4), 379-392.
Griscombe, K. and Mattis, M.C. (2002), Leveling the playing field for women of color in corporate management: Is the business case enough? Journal of Business Ethics, 37, 103-109.
Hall, D. T., & Chandler, D. E. (2005). Psychological success: When the career is a calling. Journal of Organizational Behavior, 26(2), 155-176.
Heslin, P. (2005) Conceptualizing and evaluating career success. Journal of Organizational Behavior, 26, 113-136.
Hirschi, A., & Herrmann, A. (2013). Calling and career preparation: Investigating development patterns and temporal precedence. Journal of Vocational Behavior, 83(1), 51–60.
Keyes, C. L. M. (1998). Social well-being. Social Psychology Quarterly, 61, 121-140.
Kossek, Ellen Ernst, & Lobel, Sharon Alisa. (1996). Managing diversity: Human resource strategies for transforming the workplace. Journal of Management & Organization, 4(1), 52-53.
Lee, K. J. (2016). Sense of calling and career satisfaction of hotel frontline employees: Mediation through knowledge sharing with organizational members. International Journal of Contemporary Hospitality Management, 28(2), 346–365.
Liu, D., Chen, X.-P., & Yao, X. (2011). From autonomy to creativity: A multilevel investigation of the mediating role of harmonious passion. Journal of Applied Psychology, 96(2), 294-309.
Lynch, M. F., Plant, R. W., Ryan, R. M. (2005). Psychological needs and threat to safety: Implications for staff and patients in a psychiatric hospital for youth. Professional Psychology, 36, 415-425.
Maurer, T. J., and Tarulli, B. A., (1994). Investigation of perceived environment, perceived outcome, and person variables in relationship to voluntary development activity by employees, Journal of Applied Psychology, 79, 3-14.
McHugh, M., & Brennan, S. (1994). Managing the Stress of Change in the Public Sector. (The International Journal of Public Sector Management, 7(5), 29-42.
Mckay P F, Avery D R, (2008). Morris M A. Mean racial ethnic differences in employee sales performance： the moderating role of diversity climate. Personnel Psychology, 61, 349-374.
Midgley, C., Kaplan, A., & Middleton, M. (2001). Performance-approach goals: Good for what, for whom, under what circumstances, and at what cost? Journal of Educational Psychology, 93, 77-86.
Mumford, Alan. (1994), Gower handbook of management development, Gower Publishing, Ltd.
Nunnally, J. C. (1978). Psychometric theory. McGraw-Hill.
Paiva, B. S., de Camargos, M. G., Demarzo, M.M., Hervas, G., Vazquez, C., & Paiva, C. E. (2016). The Pemberton Happiness Index: Validation of the Universal Portuguese version in a large Brazilian sample. Medicine (Baltimore), 95(38), e4915.
Poell, Rob F, Van der Krogt, Ferd J. & Wildemeersch, Danny (1999). Strategies in Organizing Work-Related Learning Projects. Human Resource Development Quarterly, 10(1), 43-61.
Pratt, M. G., & Ashforth, B. E. (2003). Fostering Meaningfulness in Working and at Work. Positive Organizational Scholarship: Foundations of a New Discipline ,309-327.
Ramani, S. V., (2002). Who is interested in biotech? R&D strategies, knowledge base and market sales of Indian biopharmaceutical firms. Research Policy, 31, 381-398.
Reicher AE, Schneider B. (1990). Climate and culture: An evolution of constructs. In Schneider B (Ed.), Organizational climate and culture, 5-39.
Quinn, R. E. and Thakor, A. V. (2018), Creating a Purpose-Driven Organization. Harvard Business Review, July-August, 78-85.
Robinson, G. and Dechant, K. (1997), Building a business case for diversity. Academy of Management Executive, 11(3), 21-31.
Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55(1), 68–78.
Ryan, R. M., & Deci, E. L. (2020). Intrinsic and extrinsic motivation from a self-determination theory perspective: Definitions, theory, practices, and future directions. Contemporary Educational Psychology, 61, 101860.
Ryan, R. M., Lynch, M. F., Vansteenkiste, M., & Deci, E. L. (2011). Motivation and autonomy in counseling, psychotherapy, and behavior change: A look at theory and practice. The Counseling Psychologist, 39(2), 193-260.
Ryff, C. D. (1989). Happiness is everything, or is it? Explorations on the meaning of psychological well-being. Journal of Personality and Social Psychology, 57(6), 1069-1081.
Schulte, P., & Vainio, H. (2010). Well-being at work-overview and perspective. Scandinavian Journal of Work, Environment & Health, 36(5), 422-429.
Sergis, S., Sampson, D. G., & Pelliccione, L. (2018).Investigating the impact of Flipped Classroom on students' learning experiences: A Self-Determination Theory approach. Computers in Human Behavior, 78, 368–378.
Taris, T. W., & Kompier, M. A. J. (2004). Job characteristics and learning behavior: Review and psychological mechanisms. In P. Perrewe, & D. Ganster (Eds), Research in occupational stress and well being: Exploring interpersonal dynamics, 4, 127-166.
Taris, T. W., & Schreurs, P. J. G. (2009). Well-being and organizational performance: An organizational-level test of the happy-productive worker hypothesis. Work and Stress, 23(2), 120-136.
Thompson, C. A., Andreassi, j. K., & Prottas, D. J. (2005). Work-Family Culture: Key to Reducing Workforce-Workplace Mismatch? In S. M. Bianchi, L. M. Casper, & B. R. King (Eds.), Work, family, health, and well-being, 117-132.
Tomas ChamorroPremuzic. (2018). Take Control of Your Learning at Work, Harvard Business Review.
Van der Sluis, L. (2002). Learning behaviour and learning opportunities as career stimuli. Journal of Workplace Learning, 14 (1), 19 -29.
Walumbwa, F. O. Cropanzano, R., Hartnell, C. A., (2009). Organizational justice, voluntary learning behavior, and job performance: A test of the mediating effects of identification and leader-member exchange, Journal of Organizational Behavior, 30, 103-1126.
Warr, P. B. (1987). Work, unemployment, and mental health. New York: Oxford University Press.
Watson, W., Kumar, K. and Michaelson, L. (1993), Cultural diversity’s impact on process and performance: Comparing homogeneous and diverse task groups, Academy of Management Journal, 36, 590-602.
Wrzesniewski, A., McCauley, C., Rozin, P. and Schwartz, B. (1997), Jobs, careers, and callings: people’s relations to their work. Journal of Research in Personality, 31(1), 21-33.
Yeo, R. (2003). Linking Organizational Learning to Organizational Performance and Success: Singapore Case Studies. Leadership and Organization Development Journal, 24(1), 70-83.