臺灣博碩士論文加值系統

近20年來台灣製造業基於主客觀環境變化而逐步外移在海外設廠，由於地區差異性存在，對於企業經營而言，將會帶來很多管理上的問題，尤其是人力資源管理方面，本研究之主要目的在於探討台資企業海外廠的人力資源管理實務與員工工作態度之關聯性，並進一步了解組織正義在此關聯性中扮演的角色。希望從相關理論分析和實證調查結果，獲得結論和建議，以改進人力資源管理措施，提高員工工作態度，達成企業獲利之目的。本研究將人力資源管理實務分為薪資、福利、升遷與學習四個構面，將工作態度分為組織承諾與工作滿意度兩個構面，組織正義則分成分配正義與程序正義兩個構面。問卷調查對象為個案台商在中國華東地區，中國華南地區及越南河內地區三個工廠的基層幹部，採問卷調查法，蒐集個案公司有效問卷219 份，資料分析採用SPSS 軟體進行統計分析，以單因子變異數分析、Pearson 相關分析與迴歸分析對各研究假設加以驗證，得到研究結果如下：
一、薪資、福利、升遷與學習對組織承諾有顯著正向關係。
二、薪資、福利、升遷與學習對工作滿意度有顯著正向關係。
三、分配正義在薪資福利與組織承諾之關係中，不具有中介效果。
四、程序正義在升遷學習與組織承諾之關係中，不具有中介效果。
五、分配正義在薪資福利與工作滿意度之關係中，不具有中介效果。
六、程序正義在升遷與工作滿意度之關係中，不具有中介效果。
七、程序正義在學習與工作滿意度之關係中，具中介效果。
最後，本研究依據此次實證分析結果與所得結論，提出對個案的管理建議與未來研究方向的討論。

Due to the objective and subjective environment changes in Taiwan for the recent 2 manufacturing industry decades, offshore migration of has gradually occurred and the overseas factory is hence established. Due to the existence of the regional difference, there will be many management problems brought for cooperation operation, especially in the aspect of human resource management. The main purpose of the research aims on discussion of the relationships between human resource management practices and employee work outcomes in the overseas factory of Taiwan asset enterprises and further understand the role of organization justice in the relation. Conclusions and suggestions are hoped to be obtained through relevant theoretical analysis and practical investigation in order to improve methods of human resource management, raise the staff working attitude and achieve the goal of cooperation profit earning. The practices of human resource management is divided into salary, welfare, promotion and training, 4 aspects in the research; working attitude is divided into organization commitment and work satisfaction, 2 aspects as organization justice is into distributive justice and procedural justice. Basic cadres of 3 Taiwan asset factories in the east & south of China and Hanoi of Vietnam are the targets of the questionnaire survey. Effective 219 questionnaires are collected from the survey method as the data is analyzed by SPSS for statistic analysis. Each research assumption is verified by One-way ANOVA, Pearson relevant analysis and regression analysis and the research conclusions are listed as below:

I. Obvious positive relation exists between salary, welfare, promotion & training and organization commitment.
II. Obvious positive relation exists between salary, welfare, promotion & training and working satisfaction.
III. Meditating effect of the distributive justice does not exist among the relation between salary, welfare and organization commitment.
IV. Meditating effect of the procedural justice does not exist among the relation between promotion, training and organization commitment.
V. Meditating effect of the distributive justice does not exist among the relation between salary, welfare and work satisfaction.
VI. Meditating effect of the procedural justice does not exist among the relation between promotion and work satisfaction.
Meditating effect of the procedural justice exists among the relation between training and work satisfaction.
Last but not least, management suggestions and discussion of the future research direction are brought for the case study based on the conclusions of the analytical results.

目錄
指導教授推薦書
口試委員會審定書
授權書 Ⅲ
誌謝 Ⅳ
中文摘要 Ⅴ
英文摘要 Ⅶ
目錄 Ⅸ

第一章 前言 1
第一節 研究背景與動機 1
第二節 研究目的 5
第三節 研究範圍 5
第二章 文獻探討與假設推論 6
第一節人力資源管理實務─薪資福利升遷學習 6
第二節 組織承諾 15
第三節 工作滿意度 19
第四節 組織正義 23
第五節 跨文化因素 31
第六節 假設推論 36
第七節 研究架構 42
第三章 研究方法 44
第一節 研究對象及資料收集 44
第二節 變數衡量與問卷設計 44
第三節 資料分析方法 49
第四章 研究結果與分析 52
第一節 描述性統計 52
第二節 相關分析 56
第三節 單因子變異數分析 60
第四節 迴歸分析 61
第五章 結論與建議
第一節 主要研究發現 70
第二節 研究限制與後續建議 73
參考文獻 75
中文部分 75
英文部分 78
附錄：問卷 90

圖目錄

圖2-7-1 研究架構 43
圖4-1-1 各廠別在跨文化因素之平均數比較 55


表目錄

表2-4-1組織正義雙構面分析表 28
表3-1-1 樣本數統計表 44
表 3-2-1 變數衡量與量表信度 48
表4-1-1 個人背景之描述性統計表 52
表4-1-2 各研究變項之描述性統計表 53
表4-1-3 各廠別在跨文化因素之平均數比較 54
表4-2-1 廠別、跨文化因素與結果變項之相關分析表 56
表4-2-2 各廠的跨文化因素與結果變項之相關分析表 57
表4-2-3 研究變項之相關分析表(中國廠) 59
表4-3-1 廠別與跨文化因素之單因子變異數分析表 60
表4-4-1 薪資、公司福利、分配正義對組織承諾之迴歸分析 62
表4-4-2 學習發展、升遷機會、程序正義對組織承諾之迴歸分析 64
表4-4-3 薪資、公司福利、分配正義對工作滿意之迴歸分析 66
表4-4-4 學習發展、升遷機會、程序正義對工作滿意之迴歸分析 68
表5-1-1研究假設驗證彙總表 70

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