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研究生:吳健珽
研究生(外文):Wu, Chien-Ting
論文名稱:員工工作態度之前因─企業薪資策略之觀點
論文名稱(外文):The Antecedents of Employees’ Work Attitudes─The Perspective of Compensation Strategy
指導教授:陳必碩陳必碩引用關係
指導教授(外文):Chen, Pi-So
口試委員:田文彬李俊賢
口試委員(外文):Tien, Wen-PinLee, Chun-Hsien
口試日期:2014-06-25
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系碩士班
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2014
畢業學年度:102
語文別:中文
論文頁數:82
中文關鍵詞:薪資策略工作投入留職承諾
外文關鍵詞:Compensation StrategyJob InvolvementRetention Commitment
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如何有效管理員工並且使之迎合企業策略,乃管理者的基本要務。而薪資便是企業可以滿足員工的基本誘因,亦是員工相當關注的議題。過去研究指出,薪資可以有效激勵員工、改善員工行為,並且能夠提升組織生產力,鞏固企業競爭優勢。但對於薪資的研究多琢磨於薪資水準以及滿意度,鮮少對企業的薪資策略進行研究。並且不同產業所採用的薪資策略不盡相同,將會對員工態度造成不同的影響。因此,應從員工的觀點來檢視薪資策略,方能更確切的看出薪資策略的有效性。
本研究旨在探討企業薪資策略對於員工態度的影響。從多項薪資策略、採較宏觀的方式來審視,其中包含風險分享、內部一致性、薪資保密、績效薪、薪資參與、職務薪、長期獎勵以及短期獎勵等,並進一步的觀察其對於員工在人力資源管理功能中的影響力。並使用問卷調查的方式作為資料蒐集的工具,採便利抽樣的方式對台灣就業人口進行施測,共回收444份有效問卷。其研究結果發現:
一、 企業薪資策略中的風險分享、內部一致性、薪資保密、績效薪、薪資參與、職務薪、長期獎勵以及短期獎勵等策略項目,分別皆與員工工作投入感具有正向關係。
二、 企業薪資策略中的風險分享、內部一致性、薪資保密、績效薪、薪資參與、職務薪、長期獎勵以及短期獎勵等策略項目,分別皆與員工留職承諾具有正向關係。

How to effectively manage employees to meet the company strategies is an important task for managers. For the employees, the compensation is not only a basic incentive but also an attentive issue. Indicated by the past studies, the compensation can effectively motivate the employees, improve their behaviors, increase their productivity and consolidate the company’s competitive advantage. However, the previous studies of the compensation mostly only focus on the salary level and satisfaction but rarely examine the company’s compensation strategies. Different companies adopt different compensation strategies which can cause different impacts on employees' attitudes. Therefore, in this study, we provide a way to more precisely examine the effectiveness of the company's compensation strategies by taking into account of the employees' perspectives.
The purpose of the study is to analyses how company compensation strategies affect the employees' attitudes. The compensation strategies include risk sharing, internal consistency, pay secrecy, pay-for-performance, pay participation, job-based-pay, long-term-pay and short-term-pay, while the emplyees' attitudes include job involvement and retention commitment. In this study, we required date were collected through the convenience sampling method of Taiwan labor population and collected 444 valid questionnaires. The results are as follows:
i. risk sharing、internal consistency、pay secrecy、pay-for-performance、pay participation、job-based-pay、long-term-pay and short-term-pay of company compensation strategy each is a positive correlated with employee job involvement.
ii. risk sharing、internal consistency、pay secrecy、pay-for-performance、pay participation、job-based-pay、long-term-pay and short-term-pay of company compensation strategy each is positive correlated with employee retention commitment.

摘要 i
Abstract ii
致謝 iii
目錄 iv
表目錄 v
圖目錄 vi
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究流程 4
第二章 文獻探討 5
第一節 薪資策略 5
第二節 工作投入 12
第三節 留職承諾 22
第三章 研究方法 30
第一節 研究架構 30
第二節 研究假設 31
第三節 研究變項定義與衡量工具 32
第四節 研究對象 40
第五節 資料分析方法 43
第四章 研究結果分析 44
第一節 研究變項間之相關分析 44
第二節 預測效果之驗證 48
第五章 結論與建議 58
第一節 研究結論 58
第二節 學術與管理實務意涵 61
第三節 研究限制與後續研究建議 64
參考文獻 66
一、 中文部分 66
二、 英文部分 67


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