臺灣博碩士論文加值系統

企業營運成長的關鍵掌握在全體員工上，為了獲得最大的人力價值與凝聚員工的向心力，企業必須創造一個勞資和諧的薪酬管理模式，以達到營運成長效果。因此，合理的薪酬管理、優質的企業文化及良好的組織氣候，便能有效地凝聚員工的向心力，使企業運作更有效率，並提升營運的績效與自身競爭優勢。故本研究以薪酬管理、營運績效、組織氣候和企業文化進行整合性探討，以驗證各構念之間的關聯性。
本研究以跨國性的企業“台灣福興工業公司”為研究對象進行實證分析，並透過單因子變異數與複迴歸分析等方法，以驗證本研究之假設。其研究結果發現，不同的組織氣候對薪酬管理及營運績效有顯著差異，其次不同的企業文化對薪酬管理及營運績效有顯著差異，另外薪酬管理、組織氣候、營運績效和企業文化有顯著關係。
最後，本研究希望藉此研究之結果，能提供理論性發展及跨國性企業在執行薪酬管理上些許建議及參考。

If a corporate pays to create a harmonious label management and the staffs in order to grasp their requirements, then it can bring the greatest human value of business operations to achieve the results. Therefore, regardless of workers or the employers need to co-exist under the profit, it is necessary for a reasonable compensation management and highest quality of corporate culture and a good organizational climate for a corporate, then it should be centripetal force in the corporate staffs, in this situation, a corporate operate more flexible, efficient, and enhance the corporate performance and competitive advantage. Therefore, this study integrated into the matter of compensation management, operational performance, organizational climate and corporate culture, and verifies the relationship between the variables correlated.
This study took the transnational industry of Taiwan Fu Hsing Corporation as an example, and used ANOVA and multiple regression analysis; the variables reach a significant level. According to the empirical findings, (1) Corporations of different organizational climate show a significant in the compensation management and operational performance, (2) Corporations of different corporate culture show a significant in the compensation management and operational performance, (3) Compensation management, organizational climate and corporate culture show a significant positive impact on the operational performance. It is hoped the outcomes of the study can be helpful to the theoretical development, and also offer suggestions and reference to the transnational corporate that have implemented or going to administer the compensation management.

摘要 I
Abstract II
目錄 III
表目錄 V
圖目錄 VI
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究流程 4
第二章 文獻探討 5
第一節 薪酬管理 5
第二節 營運績效 13
第三節 組織氣候 18
第四節 企業文化 24
第五節 各構念之相關影響 34
第三章 研究方法 36
第一節 研究架構 36
第二節 研究假設 37
第三節 研究各變項之衡量 38
第四節 樣本特性分析 40
第五節 資料分析方法 43
第四章 研究分析與結果 45
第一節 敘述統計分析 45
第二節 因素分析與信度分析 46
第三節 變異數分析 56
第四節 各變項對營運績效複迴歸分析 60
第五章 結論與建議 62
第一節 結論 63
第二節 建議 66
參考文獻 69
中文部份 69
英文部分 73
附錄 81
問卷 81

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