職場員工自我協調量表之編製與檢驗

The Development and Examination of a Self-Concordance Scale for Employees

研究目的：旨在編製一個職場員工自我協調量表，作為測量與瞭解職場員工對於相關工作任務與目標上的動機特性。研究方法：先參酌自我協調相關理論後，再初步完成編題，並交由兩位專家學者進行專家效度之檢驗。之後以便利抽樣法，邀請391位職場員工為研究樣本，進行項目分析、探索性因素分析、信度分析。編製完成的量表共有31題，分屬四個分量表：外部肯定動機、內射他人標準動機、工作認同動機、工作內在動機。效度分析部份則以250位受試者，進行驗證性因素分析及區辨與聚合效度分析來進行檢驗。研究結果：本量表具有相當良好的信度與效度，應可作為評量職場員工自我協調程度之工具及相關研究與實務的應用。研究結論：依據研究結果提出本量表的後續應用與未來研究之相關建議。

Purposes: This study developed an instrument to measure employees’ self-concordance in order to understand the degree to which the task-related goals of an employee express real and enduring interest and values. Methods: Self-concordance theory was applied to generate primary 52 items. Two experts review and conduct expert validity. A convenience sampling method was used to obtain 391 participants. They completed primary 52 items, which was analyzed with item analysis, exploratory factor analysis, and reliability analysis. The scale was comprised of 4 subscales with a 31 total items. The 4 subscales focused on external motivation, introjected motivation, identified motivation, and intrinsic motivation. An additional 250 participants completed the scale, which was analyzed with confirmatory factor analysis, for discriminant validity and convergent validity. Results: The results suggest that this scale has good reliability and validity. Conclusions: This scale is wellsuited to evaluate the degree of employees’ self-concordance.