工作滿足以往皆為研究受測者本人感受，本研究認為應從職位角度探討，因為組織對於工作滿足會因為情 境、個人特質、組織因素而有不同之意義，因此本研究想要了解 (1)組織因素中職位特性期望工作滿足之影響。 (2)當期望工作滿足與實際工作滿足有落差時，組織是否會進行相應之調整。本研究基於嚴謹推論及掌握事實之 基礎提出下述研究假設： 假設一：不同職位結構特性，組織對該職位期望工作滿足不同。 其中職位特性包含（授權程度、正式化程度、複雜程度、變化程度、敏感程度、專屬化程度） 假設二：當期望工作滿足與實際工作滿足兩者差異愈小，組織對職位擔當者的調整驅力愈小，當兩者差異 愈大時則調整驅力會愈大。 本研究結果顯示，當職位特性（授權程度、複雜程度、變化程度、敏感程度）愈高，組織對該職位期望工 作滿足愈高。以上四點假設皆呈顯著影響，即為若某職位掌握組職重要資源或擔任敏感職位者，則組織將會期 望該職位擔當者有較高的工作滿足。 當期望工作滿足與實際工作滿足無差異時，調整驅力將趨向不變。該論點經假設檢定結果卻呈現顯著之調 整驅力，本研究推論此現象說明在現實生活情況下的迷思，即滿足差距無差異情況下，組織在習慣上仍會採取 鼓勵的調整措施。而當期望工作滿足大於實際工作滿足時，組織將採用正向調整方式鼓勵員工，另一方面期望 工作滿足小於實際工作滿足時，組織則採用反向調整方式，此亦為本研究重大發現。

This study are focus on the relationship between job characteristics and job satisfaction . This study build a sets of new construct which are expected job satisfaction , perceived job Satisfaction and Adjustment Force . Trying to discover the relationship among then . We also established two sets of hypothesis related to job characteristics , expected job Satisfaction ,perceived job Satisfaction and Adjustment Force: Hypothesis sets 1: The expected job satisfaction is affected by job characteristics .Among them, job delegation, job complexity, job variety and job sensitivity are significant accepted. Hypothesis sets 2: The adjustment force is affected by the gap between expected and perceived job Satisfaction, both in gap direction and size. The results found: 1.The greater the gap the greater the adjustment force is significantly accepted . 2.The direction of adjustment forces be affected by the gap direction between expected and perceived job Satisfaction, is also significantly accepted. 3.Interesting finding that when the gap is zero , the force is still positive exist. which means the myth that increasing job satisfaction is always right is existed in management practice.