了解組織員工關切的價值主張，建立獨特的雇主品牌，已被越來越多組織視為吸引及留任優秀人才的一種理想方式，除此之外，員工價值主張亦被認為是驅使員工敬業精神提升的關鍵因素。本研究藉由探討員工價值主張、內在動機、外在動機與組織適配度等因素，了解其與員工敬業精神的關係。本研究以288名現任在職員工為研究對象，透過網路蒐集問卷，利用PROCESS進行迴歸分析、中介效果分析及調節效果分析，驗證員工價值主張、內在動機、外在動機、組織適配度與敬業精神等變項之間的關係。
研究結果顯示(1)員工價值主張與敬業精神、內在動機、外在動機有顯著正向關係；(2)員工的內在動機會中介價值主張與敬業精神兩者間的關係；(3)員工價值主張與內在動機的關係會因員工與組織的適配程度而有差異。基於上述研究結果，本研究提出管理實務意涵與未來研究之建議。
;This study aims to understand the relationships among employee value proposition, intrinsic motivation, extrinsic motivation, P-O fit, P-J, and employees’ job engagement. Data are collected through online survey of 288 full-time employees in Taiwan. It is found that employee value proposition is positively related to employees’ job engagement, intrinsic motivation, and extrinsic motivation. It is also found that intrinsic motivation mediates the relationship between employee value proposition and job engagement. Besides, P-O fit moderates the relationship between employee value proposition and intrinsic motivation. Drawn on the findings, managerial implications and recommendations for future research are thus discussed.
