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研究生:李威德
研究生(外文):Wei-De Li
論文名稱:媒體資訊科技人員的職能管理-以廣播公司為例
論文名稱(外文):Investigating IT Compensation Management in Media Industry: A Case Study of Radio Station
指導教授:王慶寧
指導教授(外文):Chingning Wang
學位類別:碩士
校院名稱:國立中山大學
系所名稱:傳播管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2009
畢業學年度:97
語文別:中文
論文頁數:133
中文關鍵詞:職能知識工作者廣播資訊科技員工招募薪酬管理
外文關鍵詞:compensation managementbroadcastingcompetencyknowledge workerrecruitmentIT
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隨著知識經濟時代的到來,企業最大的核心價值來自於員工的專業知識,擁有優勢的人力資本,將有助於企業未來的競爭優勢。近年來,隨著電腦與網際網路的發展與普及,人類對「資訊科技」的運用及依賴更趨緊密,許多媒體產業亦相繼與資訊科技做結合,傳統廣播電台便透過網路資訊科技找到全新出路;然而,數位化所運用的相關技術,必須仰賴資訊科技之專業人才進行規劃與操作,其地位與需求應相對提升。因此,廣播電台應利用職能管理,並透過有效的員工招募與薪酬給付,便可將內部人力之運用達到組織所需之效益。
以往國內外探討薪資報酬的相關研究極為豐富,卻鮮少論及資訊科技人才的薪酬管理,更無任何研究聚焦在媒體產業。因此,本研究乃以南部具有領導地位的A廣播電台為研究個案,探討資訊科技人才在招募與薪酬給付時,組織所重視的因素為何。此外,近年來職能的概念已廣泛應用在整體人力資源管理的運作上,以職能為基礎的薪酬給付更成為當今最新且普遍的運用,有別於過去以員工的職位、績效或擁有的技能來判斷。本研究欲探求媒體產業的資訊科技人才需具備何種職能?是否間接影響其招募與薪酬給付?背後因素究竟為何?
由於過去相關研究皆以量化的觀點來解釋資訊科技人才的薪資報酬,為彌補此缺陷,本研究採取個案研究之研究策略,並透過質性研究中的深度訪談法與參與觀察法來蒐集資料。研究發現,組織在針對資訊科技人才進行招募或甄選時,較重視過去專業的工作經驗與技能,證照的評定則取決與該部門主管的專業認定,而教育程度與性別並非管理者關注的因素。而在薪酬給付階段,縱使資訊科技重要性遽增,相關人才之地位並未因此提升,其薪酬的評定標準仍比照一般員工,而組織間的特性差異卻有可能影響其薪酬高低。最後,透過組織招募與薪酬管理政策,歸納出資訊科技人才需具備專業、領導、人際、實務與態度五大職能。
With the coming of knowledge economy, competence of knowledge workers has become important human capital in organizations. Competence of knwoeldge workers contribute to organizations’ competitiveness and performance. With the pervasion of information technology in all sorts of organizations, competence of IT professionals has become more and more critical. It is no difference in media industries. Digitalization and electronization are the trends in media industries in recent year. These trends further enhance the reliance of organizations on the competence of IT professionals.
Literature about compensation is aboundant, but few addresses IT compensation issues, let along IT compensation in media industries. Therefore, this research investigates into IT comepsantion issues in a leading radio station. Specifically, this research aims to understand: First, what are the factors impacting IT recruiting and IT compensation? What are the core competence of IT professionals in media firm?
Using case study approach, this research found professional skills and work experiences matter the most in recruiting, but may not reflect in compensation. This research also identified five types of competence which IT professionals should possess in media firm: professionalism, leadership, interpersonal skill, practical experience, and m motivation.
第一章 緒論--------------------------------------------------8
第一節 研究背景--------------------------------------------8
第二節 研究動機與目的-----------------------------------9
第三節 研究問題--------------------------------------------12
第二章 文獻探討與理論架構-----------------------------13
第一節 知識工作者的定義與特性-----------------------13
第二節 資訊科技人才(IT Professional)之定義--14
第三節 薪酬(Compensation)之概念與定義-----16
第四節 薪酬給付制度--------------------------------------19
一、職位給薪制(Job-based Pay)--------------------19
二、績效給薪制(Pay for Performance)-------------20
三、技能給薪制(Skill-based Pay)--------------------21
四、職能給薪制(Competency-based Pay)--------22
第五節 職能之發展與定義--------------------------------23
一、職能發展歷史--------------------------------------------23
二、職能之定義-----------------------------------------------24
三、職能的內涵與分類--------------------------------------27
四、職能的趨勢與未來發展--------------------------------31
第六節 資訊科技人員薪資報酬之決定因素-----------33
一、個人層級之決定因素-人力資本理論(Human Capital Theory)---33
二、組織層級決定因素--------------------------------------36
三、社會層級之決定因素-----------------------------------38
第三章 研究方法--------------------------------------------42
第一節 個案研究法-----------------------------------------42
第二節 研究設計與實施-----------------------------------44
一、個案公司選擇--------------------------------------------44
二、研究實施--------------------------------------------------52
三、研究倫理--------------------------------------------------61
四、資料整理與分析-----------------------------------------62
第四章 資料分析與研究結果-----------------------------63
第一節 廣播媒體資訊科技人才招募之決策因素-----63
一、高學歷光環逐漸黯淡-----------------------------------63
二、專業技術與工作經驗決定一切-----------------------65
三、專業證照無任何加分效果-----------------------------66
四、暗藏玄機的性別問題-----------------------------------67
第二節 廣播媒體資訊科技人才薪酬之決策因素-----69
一、個人層級之決定因素-----------------------------------70
二、組織層級之決定因素-----------------------------------72
三、社會層級之決定因素-----------------------------------77
第三節 廣播媒體資訊科技人才職能之建立-----------79
一、專業類別--------------------------------------------------79
二、領導類別--------------------------------------------------81
三、人際類別--------------------------------------------------81
四、實務類別--------------------------------------------------83
五、態度類別--------------------------------------------------86
第四節 資訊科技人才地位大相逕庭--------------------89
一、管理者非資訊科技專業背景--------------------------90
二、效應無法證明營收--------------------------------------95
三、曖昧又尷尬的模糊地帶--------------------------------97
第五節 廣播媒體資訊科技人才之重新定義-----------99
第五章 結論與建議-----------------------------------------102
第一節 研究結論--------------------------------------------102
一、學歷光芒不夠看 專業技能與經驗才是王道-------103
二、證照魅力不再 主管認知決定價值與否-------------104
三、掙脫性別的枷鎖 女性地位推翻刻板印象----------104
四、組織特性決定影響薪酬管理模式--------------------105
五、五大職能形塑廣播媒體資訊科技人才--------------107
六、資訊科技人才的模糊地位與曖昧關係--------------108
第二節 研究貢獻--------------------------------------------110
一、廣播媒體資訊科技人才之重新定義與職能模型之建立---110
二、產業特性差異影響學術名詞定義之適用-----------110
三、補足過去相關研究之缺陷-----------------------------111
四、實務界管理議題與政策擬定之建議-----------------111
第三節 研究限制與未來建議-----------------------------112
一、增加管理者的看法與角度-----------------------------112
二、拓展傳播產業之相關研究-----------------------------113
三、敏感與隱私的薪酬議題--------------------------------114
四、廣播電台網路經營模式之探索-----------------------114
參考文獻--------------------------------------------------------115
附錄一 訪談問題----------------------------------------------130

表目錄
表 1 職能分類彙整表-----------------------------------------25
表 2 五大職能彙整表-----------------------------------------28
表 3 媒體資訊科技人才五大職能--------------------------32
表 4公司重大事件紀錄---------------------------------------49
表 5 電台輝煌紀錄表-----------------------------------------50
表 6 研究受訪對象資料總表--------------------------------56
表 7媒體資訊人才招募之決策因素表 --------------------78
表 8媒體資訊人才核薪之決策因素表 --------------------78
表 9媒體資訊科技人才職能表------------------------------88

圖目錄
圖1 2008年全國商業聯播網收聽率排名-----------------10
圖 2 冰山模型表示職能特性---------------------------------26
圖 3個案研究流程----------------------------------------------44
圖 4公司架構圖-------------------------------------------------51
圖 5資訊科技人才之管理現況-------------------------------90
圖6 網路資訊小組角色分工----------------------------------99
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