臺大管理論叢 NTU Management Review VOL.30 NO.3

205 NTU Management Review Vol. 30 No. 3 Dec. 2020 2.2 Stage II In reference to the intervening paradigm of the JCM and the job crafting perspective, this study sought to verify that the five aforementioned characteristics do, in fact, affect the motivation of an employee performing an SEO job. We also sought to verify that the five reconstructed job characteristics affect the criteria of individual work performance via the psychological state of a given SEO worker. The independent variables are the five perceived job characteristics of SEO jobs. The mediating variable is the psychological state as expressed in terms of experienced meaningfulness of work and perceived job stress. The dependent variable is work output, with criteria including career commitment, career satisfaction, perceived profitability of the organization, and perceived organizational impact on society. The study hypothesites that the five perceived characteristics of SEO jobs affect workers’ career commitment, career satisfaction, and perceptions of organizational impact on society, but not their perceptions of organizational profitability. In this stage, we distribute the questionnaires online or mail to the staff members and managers of officially registered SEOs. Same as the aforementioned interviewees, these participants have at least three years of service at the surveyed SEOs and hold dual responsibilities for daily operational and managerial works. The initial sample framework comprises of 148 respondents that include SEO workers who engaged in employment assistance, community service, sales of services or commodities, and others. Among them, 119 responses are effective and usable. 3. Findings and Implications 3.1 Direct Effect Analysis The study finds that two of the perceived characteristics, namely skill specialization and task conduciveness, have significant influences on SEO workers’ career commitment; whereas task utility has limited influence. Meanwhile, task conduciveness and problem solving, another two perceived characteristics, have noticeable influences on career satisfaction, while task conduciveness also has a noticeable influence on organizational impact on society. Overall, these findings evidently show that task conduciveness has an impact on all three of the aforementioned outcomes. In addition, skill specialization and task utility affect career commitment somewhat, while problem solving influences career satisfaction. Innovation/flexibility has