跳到主要內容

臺灣博碩士論文加值系統

(44.200.140.218) 您好!臺灣時間:2024/07/25 23:17
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果 :::

詳目顯示

: 
twitterline
研究生:吳玲亞
研究生(外文):WU,LING-YA
論文名稱:薪資制度對工作績效之影響 ─工作努力之中介效果分析
論文名稱(外文):The Impact of Compensation Systems on Job Performance─Analysis of the Mediating Effect of Hard-working
指導教授:黃培文黃培文引用關係
指導教授(外文):HUANG, PEI-WEI
口試委員:王湧泉劉維寧
口試委員(外文):WANG, YUNG-CHUANLIU, WEI-NING
口試日期:2021-01-07
學位類別:碩士
校院名稱:南臺科技大學
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:2021
畢業學年度:109
語文別:中文
論文頁數:46
中文關鍵詞:薪資制度工作努力工作績效
外文關鍵詞:compensation systemshard- workingjob performance
相關次數:
  • 被引用被引用:2
  • 點閱點閱:312
  • 評分評分:
  • 下載下載:129
  • 收藏至我的研究室書目清單書目收藏:0
許多研究顯示薪酬與工作績效有密切的關係,工作努力程度對員工的產出亦有重要的影響。企業該如何引導員工,凝聚團隊精神,使員工努力投入工作達成組織目標是所有企業所關心的議題。本研究以工作績效為指標,探討員工之工作績效是否會因為薪資被迫減薪、無法加薪的狀況下而受影響,同時也進一步探討工作努力之中介效果是否影響其工作績效之表現。
研究結果顯示員工之努力程度越高,工作績效會越佳。在薪資制度對工作績效的影響中,努力具有部分中介之效果。且努力會正向影響工作績效、薪資制度也會正向影響工作績效。以「薪資制度」構面來看,受訪者同意「本公司會提供我薪資(含獎金)所得的詳細資訊。」以及「本公司薪資給付優於勞動法規定。」最為重要。而「工作努力」構面,受訪者同意「我認為自己是個努力工作者。」位居首位,「工作績效」構面則是對於「我總是能在工作期限到達前,完成主管所要求的工作」為最重要的指標。

Many studies show that the correlation is closely related to performance. Hard-working also has an important impact of productivity. It is all companies care about that how to improve employee cohesion to the company, and work hard to achieve the goal.
This study uses job performance as an indicator to explore whether job performance is affected when forced to take a pay cut or unable to raise wages. And to explore whether the intermediary effect of hard work affects job performance.
The study's results point out that the harder work, the better performance. In the compensation systems efforts to have part of the intermediary effect on job performance. Both efforts and the compensation systems have a positive impact on job performance.
From the perspective of the " compensation systems ", the respondents agreed that "the company will provide detailed information about my compensation including bonus." and "the company's compensation is better than the labor law provides." is most important. From the perspective of the "work hard", the respondents agreed that "I consider myself a hard worker." is top of the list. From the perspective of the " job performance ", the respondents agreed that "I can always finish the job before the deadline." is the most important indicator.

摘要 I
Abstract II
目次 III
表目錄 V
圖目錄 VI
第一章 緒論1
1.1研究背景與動機 1
1.2研究目的 2
第二章 文獻探討 3
2.1薪資制度 3
2.1.1 薪資制度定義 3
2.1.2 薪資制度構面 5
2.2工作努力 7
2.2.1 工作努力定義 7
2.2.2 工作努力構面 7
2.2.3 工作努力相關研究8
2.3工作績效衡量 9
2.3.1 績效衡量定義9
2.3.2 績效衡量構面10
2.3.3 工作績效相關研究11
第三章 研究方法 14
3.1研究架構 14
3.2研究設計 15
3.2.1研究對象 15
3.2.2 問卷設計 15
3.3資料分析方法 18
第四章 研究結果與分析 21
4.1受訪者基本資料之分析 21
4.2 各變數之描述性統計 22
4.3 受訪者基本資料對於各變數之差異性 26
4.5 衡量模型 29
4.6 模型及假說驗證 33
第五章 結論與建議  36
5.1研究結果分析與討論 36
5.2研究建議 37
5.3研究限制 38
5.4 未來學術與實務上的建議 38
參考文獻 40
附錄:本研究正式問卷 43

何雍慶、蔡青姿. (2009). 運用PLS方法探討價值創新導入新產品開發之調節角 色. 中華管理評論國際學報, 12(2), 1-24.
余國謀. (1996). 員工入股計劃對員工工作態度影響之研究-以高科技產業為例. 國立中央大學碩士論文 .
李德玲. (1992). 企業員工對薪酬制度反應之研究. 中國文化大學碩士論文.
林文政、陳慧娟、王湧水. (2007). 薪資制度與管理. 台北:國立空中大學.
林長毅. (2000). 印刷業員工對薪酬制度滿意度及工作投入之研究. 華岡印刷傳播學報, 31, 97-103.
林郁文. (2001). 主管領導風格、員工工作績效與離職傾向之關係研究-以營建業為例. 義守大學碩士論文
林培尊. (2013). 探討工作熱情對工作績效的影響:以努力工作與聰明工作為中介變項. 國立彰化師範大學碩士論文.
林淑姬. (1992). 薪酬公平、程序公平與組織承諾、組織公民行為之關係研究. 國立政治大學博士論文 .
林舜秋. (1994). 國內地區教學以上醫院醫師費用制度調查之研究. 中國醫藥學院碩士論文 .
張凱鈞. (2001). 台灣壽險公司業務人員對現行績效考核與酬賞制度的激勵效果認知之研究. 逢甲大學碩士論文.
陳文俊. (1990). 員工薪資滿足之研究-以製造業為例. 中原大學碩士論文.
陳楚杰. (1998). 醫院組織與管理. 台中: 中國醫藥學院管理叢書之二, 第五版.
蔡玲玉. (1989). 薪酬管理制度與勞資關係氣氛之研究. 國立政治大學碩士論文.
蔡憲六. (1980). 企業薪資管理: 三民書局.
諸承明. (1995). 薪資設計要素與組織效能關係之研究變項. 國立台灣大學博士論文.
錢慶文. (1998). 醫事人員獎勵金制度設計.中央醫管顧問有限公司。
Anderson, J. C., & Gerbing, D. W. (1988). Structural equation modeling in practice: A review and recommended two-step approach. Psychological Bulletin, 103(3), 411-423.
Bagozzi, R. P., Baumgartner, H., & Pieters, R. (1998). Goal-directed emotions. Cognition and Emotion. 12, 1–26.
Balkin, D. B., & Gomez-Mejia. (1987). Toward A Contigency Theory of Compensation Strategy. Strategy Management Journal, 8, 169-182.
Bandura, A., & Cervone, D. (1986). Differential engagement of self-reactive influencesin cognitive motivation. Organizations Behavior and Human Decision Processes, 38(1), 92-113.
Bass, B. M. (1985). Leadership and performance beyond expectations. New York: John Wiley and Sons.
Borman, W. C., & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. In N. Schmitt, W. C. Borman & Associates, Personnel Selection in Organization (pp. 71-98). San Francisco: Jossey-Bass.
Brockner, J., Grover, S., Reed, T. F., & Dewitt, R. L. (1992). Layoffs, job insecurity, and survivors' work effort: Evidence of an inverted-U relationship. Academy of Management Journal, 35, 413-425.
Brown, S. P., & Leigh, T. W. (1996). A new look at psychological climate and its relationship to job involvement, effort, and performance. Journal of Applied Psychology, 81, 358-368.
Brown, S. P., & Peterson, R. A. (1994). The effect of effort on sales performance and job satisfaction. Journal of Marketing, 58, 70-80.
Campbell, J. P. (1990). Modeling the performance prediction problem in industrial and organizational psychology. Handbook of Industrial and Organizational Psychology, 687-732.
Campbell, J. P., & Pritchard, R. D. (1976). Motivation theory in industrial psychology. In M. Dunnette. Handbook of Industrial and Organizational Psychology, 63-130.
Cappelli, P., & Chauvin, K. (1991). An interplant test of the efficiency wage hypothesis. Quarterly Journal of Economics, 105, 769-787.
Carvell, M. R., & Kuzmits, F. E. (1982). Personnel: Management of Human Resource: Ball & Howell.
Cofer, C. N., & Appley, M. H. (1964). Motivation theory and research. New York: John Wiley and Sons.
Cropanzanzo, R., & Greenberg, J. (1997). Process in organizational justice: Tunneling through the maze. In C. L. Cooper & I. T. Roberson (Eds.). International Review of Industrial and Organizational Psychology, 317-372.
De Cooman, R., De Gieter, S., Pepermans, R., Jegers, M., & Van Acker, F. (2009). Development and validation of the work effort scale. European Journal of Psychological Assessment, 25, 266-273.
Folger, R., & Konovsky, M. A. (1989). Effects of procedural and distributive justice on reactions to pay raise decisions. Academy of Management Journal, 32, 115-130.
Goodman, P. S. (1974). An Examination of Referents Used in the Evaluation of Pay. Organizational Behavior and Human Performance, 11(2), 170-195.
Henenman, H. G. (1985). Pay Satisfaction. Research In Personnel And Human resource management, 3, 115-139.
Hughes, R. J., & Kapoor, J. R. (1989). Business. Houghton Mifflin Company.
Ivancevich, J. M. (1998). Human Resource Management (7th ed.). Boston: McGraw-Hill Co., Inc.
Kanfer, R., & Ackerman, P. L. (1989). Motivation and cognitive abilities: An integrative/aptitude-treatment interaction approach to skill acquisition. Journal of Applied Psychology, 74, 657-690.
Klehe, U. C., & Anderson, N. (2007). Working hard and smart: Motivation and ability during typical and maximum performance. Journal of Applied Psychology, 92(4), 978-992.
Korman, A. K. (1997). Consideration, Initiating Structure, and Organizational Criteria-A Review. Personnel Psychology, 19, 349-362.
Lawler, I., E. E. (1971). Pay and Organizational Effectiveness: A Psychological View. . New York: McGraw-Hill.
Lee, Y. D., Lain, J. W., & Chen, C. Y. (1999). A study on the measurement of productivity for white-collar employees-A Case of electronic in Taiwan. The Chinese Military Academy Journal, 14, 345-361.
Locher, A. H., & Teel, K. S. (1977) Performance appraisal - a survey of current practices, Personnel Journal, 56(5), 245-257.
Locke, E. A., Shaw, K. N., Saari, L. M., & Latham, G. P. (1981). Goal setting and task performance: 1969–1980. Psychological Bulletin, 90(1), 125–152.
Martocchio, J. J. (2000). Strategic Compensation: A Human Resource Management Approach. New Jersey: Prentice Hall. Inc.
Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to organizations and occupations: Extension and test of a three component conceptualization.
Milkovich, G. T., & Newman, J. M. (1993). Compensation. Richard D .Irwin , Inc , USA.
Mohr, L. A., & Bitner, M. J. (1995). The role of employee effort in satisfaction with service transactions. Journal of Business Research, 32, 239-252.
Motowidlo, S. J., & Van Soctter, J. R. (1994). Evidence that task performance should be Distinguished form contextual performance. Journal of Applied Psychology, 79, 475-480.
Mughal, S., Walsh, J., & Wilding, J. (1996). Stress and work performance: The role of trait anxiety. Personality and Individual Differences, 20, 685-691.
Ouchi, W. C. (1980). Market, bureaucracies, and clan. Administrative Science Quarterly, 25, 129-141.
Pirouz, D. M. (2006). An Overview of Partial Least Squares. from http://ssrn.com/abstract=1631359
Pyun, S. H. (1997). Organizational Justice Orientation and Workforce Performance Effectiveness in South Korea., University of Southern California.,
Robbins, S. P. (1986). Organizational Behavior: Upper Saddle River, NJ: Prentice Hall.
Robbins, S. P. (1998). Organizational Behavior,8 th Edition. Upper Saddle River, NJ:Prentice Hall International.
Rynes, S. L., Caroline, L. W., & Milkovich, G. T. (1989). Effects of Market Survey Rates, Job Evaluation, and Job Gender on Job Pay. Journal of Applied Psychology, 74(1), 114-123.
Salanova, M., Llorens, S., & Schafeli, W. B. (2011). “Yes, I can, I feel good, and I just do it!” : One gain cycles and spirals of efficacy beliefs, affect, and engagement. Applied Psychology: An International Review, 60, 255-285.
Schermerhorn, J. R. (1989). Management for Productivity , 3rd Edition. New York, John Wiley and Sons.
Schuler, R. A., & Rogersky, N. (1998). Understanding compensation practice Variation Across Firms: The Impact of National Culture. Journal of International Business Studies, 29(1), 159-177.
Sujan, H., Weitz, B. A., & Kumar, N. (1994). Learning orientation, working smart, and effective selling. Journal of Marketing, 58(3), 39-52.
Tajfel, H. (1982). Social identity and inter-group behavior. Cambridge: Cambridge University Press.
Terborg, J. (1976). The motivational components of goal setting. Journal of Applied Psychology, 61(5), 613-621.
Tubre, T. C., & Collins, J. M. (2000). A Meta-Analysis of the Relationships between Role Ambiguity, Role Conflict, and Job Performance. Journal of Management, 26, 155-169.
Wallace, J., M.J., & Fay, C. H. (1988). Compensation Theory and Practice (2rd ed.). Boston Massachusetts: Pws-Kent.
Yeo, G., & Neal, A. (2004). A multilevel analysis of effort, practice and performance: Effects of ability, conscientiousness and goal orientation. Journal of Applied Psychology, 89, 231-247.

QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
無相關期刊