臺灣博碩士論文加值系統

本研究鑑於國內勞資糾紛頻傳,而薪酬為爭議焦點,乃以製造業員工為研究
對象,探討勞資協商、薪酬管理與薪酬滿足的關係, 進而提出可行建議,俾
供勞工組織與企業,改善勞資協商與薪酬管理制度,以增進勞資關係和諧。
以Heneman & Schwab 的修正差距模式為基礎,加入勞資協商變數, 而得到
本研究的理論架構,利用問卷調查法,以中華徵信所出版的「一九九三台灣
地區大型企業排名」製造業一千大中,隨機抽出研究樣本,獲得的主要結論
有三:(1)大部份勞工認為以工會為勞資協商薪酬管道, 能爭取較高的薪酬
水準,其薪酬的平均滿意程度亦較高。(2)勞工重視企業的福利措施, 大部
份透過福委會向資方爭取,其福利滿意程度與薪酬滿足呈正相關。(3)勞工
認為資方較能接納其對薪酬的意見,其薪酬水準將較高,薪酬的平均滿意程
度亦高。

In view of frequent confrontation between employers and labors,
of which the compensation was always the main struggling point.
this thesis therefore selected the employees of manufacturing
industries as sampling sample to study the relation of labor-
management bargaining, compensation management, and
compensation satisfaction, for seeking some practical proposals
to enable the both sides to improve the channel of bargaining
and compensation management system, resulting a harmonic
relationship between labor and enterprises. On the basis of
Modified Discrepancy Model develped by Heneman & Schwab, this
study established a theoretical framework by adding new
variable-labor management bargaining. Qestionaire examination
method was conducted to collect the data from subjects that was
randomly selected from one thousand biggest manufacturing
firms. According to the special booklet entitled " 1993 THE
LARGEST CORPORATIONS IN TAIWAN " published by CHINA CREDIT
INFORMATION SERVICE LTD. Main finding were: a.Most of labor
perceived the union as major bargaining channel for labor
management relation, by which, they can acquire a higher
compensation level as a result of a higher compensation
satisfaction. b.The labors are concerned very much about
employee benefits. Most of benefit programs are bargainned with
employers through welfare committee. The correlation between
benefit satisfaction and compensation satisfaction is positive.
c.The labor perceived a higher compensation level as well as a
higher compensation satisfaction if the employers can take
their opinions of compensation into consideration.