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研究生:宋振南
研究生(外文):Jen-nan Sun
論文名稱:以薪資滿意度為干擾探討大陸員工公平認知對離職傾向影響之研究-以高科技產業的企業為例
論文名稱(外文):Using Salary Satisfaction as a Moderator for Study of Relationships among China Employees’ Perceived Organizational Justice and Turnover Intention – The Case of the Company in High-Tech Industry
指導教授:廖文志廖文志引用關係
指導教授(外文):Wen-Chih Liao,
學位類別:碩士
校院名稱:國立臺灣科技大學
系所名稱:企業管理系
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2009
畢業學年度:98
語文別:中文
論文頁數:86
中文關鍵詞:薪資滿意度薪資制度認知公平離職意願高科技產業
外文關鍵詞:Salary SatisfactionPerceived Organizational JusticeTurnover IntentionHigh-Tech industry
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本研究針對高科技產業個案公司的大陸員工以問卷調查的方式,瞭解他們對於員工薪資認知公平、滿意度及影響其離職意願的看法,試著找出企業採用那些合適的薪資制度才可以能成功的降低或控制員工離職率在一個合理的範圍內。研究結論歸納如下;
一、各項薪資制度認知公平的問項中,其平均值介於3.46至3.74之間,顯示調查對象企業的薪資制度認知公平的分數屬於相當不錯的水準。
二、各項薪資滿意度的問項中,其平均值介於3.21至3.56之間,顯示調查對象企業的大陸員工薪資滿意度的分數屬於相當不錯的水準。
三、各項離職意願問項,其平均值介於3.07至3.61之間,顯示調查對象企業的大陸員工離職意願的分數屬中等以上,可見薪資制度認知公平及員工薪資滿意度較高,但員工如果有好的工作機會仍會傾向離職。。
四、研究結果驗證下列假設的情形說明如下。
1.薪資制度認知公平對員工離職意願具有顯著正向影響。
2.薪資制度認知公平會透過員工薪資滿意度的干擾效果對員工離職意願產生顯著正向影響
The study aimed at China Employees in high-tech industry and using the Questionnaire to explorestudy their Perceived Organizational Justice , Salary Satisfaction and Turnover Intention, try to understand how enterprise to use right salary structure to reduce or control Turnover Intention in a reasonable range. The result is show as below:
1. In the Questionnaire of Perceived Organizational Justice, average score is from 3.46 to 3.74, show the good level for case company.
2. In the Questionnaire of Salary Satisfaction, average score is from 3.21 to 3.56, show the good level for case company
3. In the Questionnaire of Turnover Intention, average score is from 3.07 to 3.61, show the good level for case company, but employee still want to leave if they have a good chance.
4. The result show Hypothesis result
(1) The Perceived Organizational Justice have positive significant effect on Turnover Intention
(2) Using Salary Satisfaction as a moderator for the Perceived Organizational Justice have positive significant effect on Turnover Intention
第一章 緒論 1
1.1研究背景與動機 1
1.2研究目的 6
1.3研究對象與範圍 6
1.4研究限制 7
1.5研究流程 8
第二章 文獻探討 10
2.1薪酬公平認知相關文獻 10
2.1.1薪酬的定義 10
2.1.2薪酬公平認知相關文獻 11
2.2薪資滿意度相關文獻 20
2.2.1薪資滿意度的理論模式 20
2.2.2影響薪資滿意度的因素 22
2.3離職意願相關文獻 24
2.3.1離職的定義 24
2.3.2 離職的分類 25
2.3.3 離職的概念模式 26
2.4.4 離職意願的定義 30
2.4.5 影響離職意願的因素 31
第三章 研究方法 34
3.1 研究架構及假說推論 34
3.2 研究變數操作型定義 36
3.3問卷內容 36
3.4 資料蒐集方法 40
3.5統計分析方法 40
第四章 研究結果分析 43
4.1 描述性統計分析 43
4.2 信度與效度分析 51
4.3 T檢定及變異數分析 53
4.4 相關分析 62
4.5 迴歸分析 63
第五章結論與建議 67
5.1 結論 67
5.2 管理意涵 69
5.3 建議事項 71
參考文獻 74
附錄一、研究問卷 78
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