本研究援引「工作特徵論」與「工作塑造」觀點，以質性訪談重構因應時代變遷之「社會經濟組織工作特徵」，並且提出：工作者之熱情（工作意義感）與耗損（工作壓力）此二關鍵心理狀態，為連結社會經濟組織工作特徵與工作表現的中介機制；續以台灣119位社會經濟組織工作者為樣本，以「迴歸分析」驗證中介效果。重構之社會經濟組織工作特徵包括：技能專精、工作效用、工作助益、問題解決與創新彈性。研究顯示，當工作的技能專精、效用、助益與問題解決屬性越高，工作者的工作意義感越強，進而職涯承諾或滿意越高；工作助益屬性越高，工作意義感越強，工作壓力也越強，進而對組織影響力知覺產生實效。此外，上述五項工作特徵屬性未顯著影響組織獲利力知覺，符合社會經濟組織不以營利為核心的價值。

Drawing on the Job Characteristics Model (JCM) and the job crafting perspective, this study explores the characteristics of the motivating socio-economic organization’s job. We interview 7 socio-economic organization workers and then propose an enthusiasm/ exhaustion psychological state (experienced meaningfulness of work/perceived job stress) mediating model that linkes the relationship between job characteristics and work outcomes. Based on a sample of 119 socio-economic organization workers in Taiwan, we use the collected data to verify the proposed mediating model through multiple regression analysis. The results indicate that the perceived core job characteristics of socio-economic organization are skill specialization, task utility, task conduciveness, problem solving, and innovation/flexibility. We further find that the experienced meaningfulness of work fully mediates the effects of skill specialization, task utility, and task conduciveness on worker career commitment, and the effects of task conduciveness on career satisfaction. We also find that the experienced meaningfulness of work partially mediates the effect of problem solving on career satisfaction. Relatedly, task conduciveness positively impacts the experienced meaningfulness of work and perceived job stress, in turn influencing the perceived organizational impact on society. Finally, the five perceived core characteristics have no influence on perceived organizational profitability. The above conclusion is in line with the values of nonprofit socio-economic organizations.