近二十幾年來，全球的經濟局勢變化快速，企業為求生存所因應的組織變革情況也愈來愈頻繁，致使員工在組織內的職涯發展不確定性也逐漸增加，本研究即以此情境對員工的工作滿意度進行探討，以了解原本對工作滿意度有效的激勵方式（賦能與組織公平），在此不確定情境下是否仍有其效果。
本研究是採用問卷調查法，以台灣地區各產業的員工為研究對象，共計回收有效問卷335份。階層迴歸分析結果發現：員工賦權及組織公平對工作滿意度平時皆有正向顯著效果；而在面臨員工職涯不確定因素影響時，組織公平有更正向顯著效果，但員工賦權卻呈有削弱效果。由此可知，並非所有激勵方法都具有一致的效果，需端視職涯不確定性而定；管理階層在此管理情境下當審時度勢採取有效的激勵方式，方能有效提升員工之工作滿意度。

Over the past two decades, the global economic situation changes rapidly. To cope with such change and survive, the enterprises frequently engage in organizational change, resulting in employees’ uncertainty about career development within the organizations. The study tries to investigate whether the motivational practices (empowerment and organization justice) affect employees' job satisfaction under the condition of career uncertainty.
Using questionnaire survey, the study obtained 335 valid questionnaires from employees of various industries in Taiwan. The results of hierarchical regression showed that employee empowerment and organizational justice are positively related to job satisfaction. Under the condition of career uncertain, the relationship between empowerment and job satisfaction is weakened whereas the relationship between organizational justice and job satisfaction is strengthened. These results implies that not all motivational practices affect job satisfaction consistently, depending on career uncertainty. Management should take an effective motivational practice according to appropriate management situation so as to enhance the job satisfaction of employee.

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