臺灣博碩士論文加值系統

本研究主要是從台灣的組織實務中，驗證研發人員報酬結構（依參考標的分為技能薪給、工作薪給、績效薪給三個變項）會受到分配公平認知（依參考標的分為外部公平、內部公平、與個人公平三個變項）與程序公平認知（依參考標的分為公開、溝通、參與、與申訴四個變項）的中介作用，進而影響員工的任務績效與情境績效；並試圖建立一個較完整的架構，來說明報酬結構與員工個人績效間之關係。本研究分別對台灣某一大型高科技研究機構及十二家高科技公司之研發人員，進行問卷調查，共調查258位研發人員。主要的研究結果為：（1）技能薪給、工作薪給與分配公平認知、程序公平認知各變項均呈現正相關。報酬結構對分配公平認知及程序公平認知的解釋力都達到顯著；其中又以技能薪給對分公平認知（外部公平）與程序公平認知（公開、溝通、參與）的影響最為顯著；（2）分配公平認知、程序公平認知都與任務績效、情境績效呈現正相關；分配公平認知與程序公平認知對任務績效、情境績效的共同及個別解釋力均達顯著水準；（3）報酬結構會透過研發人員對之的公平認知去影響其任務及情境績效；（4）報酬結構與工作特性的交互作用確會影響高科技組織之研發人員的公平認知。

This research attempts to establish an appropriate model to examine that, in Taiwan high technology organizations, R&D staffs’ task and contextual performance will be affected by compensation structure through the mediation of distributive and procedural equity. By stratified random sampling, the sample consists of 258 R&D staffs from a high-tech research institution and twelve high technology organizations. The important findings are as follows: (1) skill-based and job-based pay are both positively correlated to cognition of distributive and procedural equity; explanation coefficients of compensation are significant to distributive and procedural equity. (2) Distributive and procedural equity are both positively correlated to task and contextual performance; explanation coefficients of distributive and procedural equity are not significant to task and contextual performance. (3) Individual performance is affected by compensation structure through cognitive equity. (4) The interaction of compensation structure and job characteristics does influence R&D staff’s cognition of distributive and procedural equity.

CHAPTER ONE: INTRODUCTION ………………………………………………1
1.1. Research Background………………………………………………1
1.2. Statements of the Problem………………………………………3
1.3. Conceptual Framework……………………………………………4
1.3.1. Concept of Compensation…………………………………4
1.3.2. Concept of Equity…………………………………………6
1.3.3. Concept of Individual Performance……………………7
1.4. Objectives and Goals……………………………………………9
1.5. Research Restrictions…………………………………………10
1.6. Research Procedure…………………………………………… 11
CHAPTER TWO: LITERATURE REVIEW…………………………………………12
2.1 Compensation Structure …………………………………………12
2.1.1.Concept of Strategic Compensation……………………12
2.1.2. Basis of Compensation………….………………………15
2.1.2.1. Skill-based Pay……………………………………17
2.1.2.2. Job-based Pay………………………………………19
2.1.2.3. Performance-based Pay……………………………19
2.1.3.Distribution of Compensation …………………………21
2.1.4. Summary ……………………………………………………21
2.2.Cognitive Equity …………………………………………………22
2.2.1. Equity Theory ……………………………………………23
2.2.2. Content of Equity ………………………………………26
2.2.3. Dimension of Equity ……………………………………28
2.2.3.1. Procedure Justice…………………………………28
2.2.3.2. Distributive Justice ……………………………29
2.2.4. Summary ……………………………………………………30
2.3.Individual Performance …………………………………………30
2.3.1. Categorization of Performance ………………………30
2.3.2. Dimensions of Performance ……………………………33
2.3.2.1. Task Performance …………………………………33
2.3.2.2. Contextual Performance …………………………34
2.3.3. Summary ……………………………………………………34
2.4.Job Characteristics………………………………………………35
2.4.1. Concept of Job Characteristic ………………………35
2.4.2. Job Characteristic Model………………………………36
2.4.3. Dimension of Job Characteristic ……………………38
2.4.4. Summary ……………………………………………………41
2.5. Individual Difference …………………………………………41
2.5.1. Personal Traits …………………………………………41
2.5.1.1. Achievement Orientation…………………………42
2.5.1.2. Locus of Control …………………………………43
CHAPTER THREE: RESEARCH DESIGN…………………………………………44
3.1.Model…………………………………………………………………44
3.1.1. Research Framework ………………………………………44
3.1.2. Definition of Variables…………………………………45
3.2. Hypothesis…………………………………………………………47
3.3. Method………………………………………………………………48
3.3.1. Subjects ……………………………………………………48
3.3.2. Measurement…………………………………………………49
3.3.3. Data Collection..…………………………………………51
3.3.4. Data Characteristics ……………………………………52
CHAPTER FOUR: DATA ANALYSIS……………………………………………54
4.1. Descriptive Statistical Analysis of Variables ………54
4.2. Relationship among Compensation, Cognitive Equity,
and Performance………………………………………………56
4.3. Moderation of Job Characteristics and Personal Traits
…………………………………………………………………… 59
4.3.1. Job Characteristics and Skill-based Pay……………59
4.3.2. Job Characteristics and Job-based Pay………………66
4.3.3. Job Characteristics and Performance-based Pay……73
4.3.4. Personal Traits and Compensation Structure ………80
4.3.5. Personal Traits and Cognitive Equity ………………87
CHAPTER FIVE: CONCLUTION
5.1 Discussion…………………………………………………………93
5.1.1 The Relationship of Compensation and Cognitive
Equity…………………………………………………………93
5.1.2 The Relationship of Cognitive Equity and Individual
Performance …………………………………………………94
5.1.3 The Interaction between Compensation Structure and
Job Characteristics ………………………………………94
5.1.4 The Interaction between Compensation Structure and
Personal Traits ……………………………………………96
5.1.5 The Interaction between Personal Traits and
Cognitive Equity……………………………………………97
5.2 Suggestion …………………………………………………………98
REFERENCE…………………………………………………………………..100
Part 1: English Reference………………………………………………100
Part 2: Chinese Reference…………...………………………………….107

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