尊嚴勞動、優質管理與生產力：永續發展的職場環境與社會心理指標之建構

The balance of the three pillars of economy, society, and environment is the foundation of sustainable development. Full employment and decent work are the cores of the economic development. The United Nations proposed the Sustainable Development Goals in September 2015 to ‘promote sustained, inclusive and sustainable economic growth, full and productive employment and decent work for all’ under the title of “decent work and economic growth” (SDG8). In this study, we consider that the operational agency of economic growth is the enterprises, and the basic unit of enterprises is the individual employees. The quality employment environment is the presentation of quality management with an outcome of productivity. Based on the micro-level perspective to decent work, a psychological-social index could be used to evaluate the perception of quality employment at the individual as well as social levels. Furthermore, by integration of the basis of work and organization design, the impact factors of micro-macro level of decent work and its outcome in terms of performance are able to be explored. As a result, the risk of governance would be reduced and the framework of quality management could be proposed. To create a “psychological-social inventory of decent work” by fulfilling Taiwan’s society reality, four focus groups with six interviews of the execute managers from different industries were completed. Furthermore, a total of 167 sentence items from 66 individuals collected from the open-ended questionnaires. Based on these materials and the theoretical framework of Duffy et al. (2017) of the psychology of working theory as well as the evaluative tools created by Webster et al. (2015) and Anker et al. (2003), a 24-items scale of decent work was proposed for measuring 8 dimensions: “Physically and Interpersonally Safe Working Conditions”, “Access to Health Care”, “Adequate Compensation”, “Hours that Allow for Free Time and Rest”, “Organizational Values Complement Family/social”, “Fair treatment in employment”, “stability and security at work”, “Organizational dialogue and workplace relations”. This scale was distributed on online and collected 354 responses. The Cronbach’s  for total scale was .91, for dimensions were ranged from.519 to .846. For the criterion validation, the dimension of “Organizational dialogue and workplace relations” was consistently correlated with job-related and institutional-related satisfaction and retention, meanwhile the “Access to Health Care” was positively related to the institutional-related criterion and “Organizational Values Complement Family/social” was positively related to the job-related criterion. Analyses of validity revealed that the scale of decent work can differentiate the prediction of satisfaction and well-being of “job” and “institution”. By the end, the theoretical and empirical evidences of the quality management is discussed for supporting the implementation of Sustainable Development Goals.