我國近二十年大學和大學生人數快速增加，大學生畢業後就常面對工作不如意甚至失業的問題，這也已形成資源的浪費和社會問題。 本研究主要的目的在於探討工作特性對於工作價值觀的影響，是否會因學歷高低而不同。本研究使用問卷調查方式來收集相關資料，並利用迴歸分析來檢測問卷調查所得的結果，分析結果如下： 1、高學歷族群的工作價值觀與工作特性並無顯著性關係。 2、高學歷族群的工作滿意度其內在滿意與工作特性無顯著性關係，其外在滿意度與工作特性呈顯著性關係。 3、工作滿意度與學歷無顯著性關係。 儘管企業組織都具備有追求良好工作設計的概念，但實際上，要落實工作設計並使其產生作用，仍須費一番功夫。工作價值觀已成為組織中重要的策略角色，其對企業運作的影響是無庸置疑的，且由於組織隨環境的變動而不斷再造，維持共享的價值觀並非易事，所以管理者必須不斷地對員工之工作價值觀做衡量與監督，才能因時制定有效之人力資源管理策略，以協助組織獲得長期之競爭優勢。 The rapid increase of the number of universities and hence, university graduates, suggests that most of the graduates are unsatisfactory with their jobs or even worse, unemployed. It results in a waste of resources and the origination of social problems. This study aims to explore the influence of job characteristics on work ethic (job values) and whether it would vary on the basis of education status. Data collection isthrough questionnaire designand the statistical method employed is the regression analysis. There are 105 valid questionnaires out of 119 questionnairesdistributed. The overall response rate is 88%. The results are as the followings: 1. Work ethic is not significantly different between college and non-college graduates. 2. The relationship between intrinsic job satisfaction and job characteristics is not significantlydifferent between college and non-college graduates; neither is the relationship between extrinsic job satisfaction and job characteristics. 3. The correlation between job satisfaction and education status is not significant. Even though most organizations or enterprises take heed to the theory of job characteristics model, it is not an easy task to implementthe model and make it work. It takes time and efforts to achieve the goal. Work ethic (job values) has become one of the strategic roles for organizations and it is important regarding the issue of how organizations manage the ideas. Since organizational environments keep changing, it is not easy to maintain commonly shared values. Thus, managers need to keep supervising employees’work ethics (job values) in order to set up effective personnel management strategies. It would help the organization gain long-term competitive advantages.
