能者多勞還是能者過勞？員工工作勝任能力與分配公平知覺之關係

作者：陳先郡 陳先郡, 陳冠利 陳冠利, 林思吟 Kuan-Li Chen, 林明傑 林明傑, 陳以亨 陳以亨 · 发表于：應用心理研究 · 年份：2025 · DOI：10.53106/156092512025060082001

現今職場中，對知識型工作者的能力要求及工作負荷日益增加，能者多勞這一現象也普遍存在組織中。本研究探討是否工作勝任能力較好的員工會有工作過荷的感受，並且基於公平理論的觀點，探究工作過荷與分配公平知覺之間的關係。此外，職場上有能力的員工是否較容易有工作過荷的情形，進而降低其分配公平知覺。故本研究由工作環境和個體動力的角度出發，奠基於正義歸因理論，納入程序公平及工作敬業心作為調節變數，進一步探討在何種情況下，這樣的負面影響可能會被減緩。透過問卷發放，回收277份有效樣本，經分析發現員工的自評工作勝任能力與工作過荷知覺有正向關係，工作勝任能力亦透過工作過荷的中介效果影響分配公平知覺。最後，工作敬業心會調節工作過荷與分配公平間的負向關係，即當工作敬業心程度較高時，工作過荷對於分配公平的負向效果會減弱；當工作敬業心程度較低時，工作過荷對於分配公平的負向效果會增強。因此，透過強化員工工作敬業心，將可減緩因工作過荷而造成分配不公的知覺。Nowadays, knowledge workers face increasing demands and workloads, leading to the common phenomenon of "capable employees working more." This study explores whether capable employees are more likely to experience work overload. Based on justice attribution theory, we examine the negative effects of perceived work overload and its impact on employees’ perception of distributive fairness. The study also considers procedural fairness and work engagement as moderators that might lessen these negative effects. Through a survey, 277 valid samples were collected. The results showed a positive relationship between employees’ self-assessed job capability and perceived work overload. This perception affects their views on distributive fairness. Importantly, work engagement plays a moderating role; high engagement may weaken, while low engagement may strengthen, the negative effects of work overload on fairness perceptions. Therefore, enhancing work engagement could alleviate the unfairness perceived due to work overload.