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研究生:劉酈倫
研究生(外文):Liu, Li-Lun
論文名稱:內外在工作動機與員工薪資政策偏好之關係
論文名稱(外文):The Relationships between Employees’ Intrinsic/ Extrinsic Work Motivation and Preferred Compensation Policies
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、吳思達
口試委員(外文):Tien, Wen-Pin、Wu, Szu Ta
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:73
中文關鍵詞:工作動機薪資政策
外文關鍵詞:Work MotivationCompensation Policies
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薪資是勞動者在勞動過程中依投入程度所獲得的回饋。對組織及勞動者而言,薪資政策的設計與員工招募、留置、激勵息息相關,勞動者從進入組織到離職退休皆關注薪資活動產生的利益,在工作的滿意程度中,薪資是影響員工心理狀態的重要因素。因此本研究以員工的角度探討個人對薪資政策(職務基礎vs.技能基礎、個人績效vs.團體績效、時間基礎vs.產量基礎、短期薪酬導向vs.長期薪酬導向、階層式vs.平等式、年資導向vs.績效導向)的偏好性。尋找及確認個體對於工作動機的心理層面因素,有助於組織在工作者身上達到激勵效果,亦有助於勞動者在求職過程中預先了解自我與組織之薪資政策的適配性。對此,本研究以工作動機(內在工作動機、外在工作動機)作為自變項。因此本研究探討內外在工作動機與薪資政策偏好的關聯性。

本研究以問卷調查作為資料收集的工具,以便利抽樣方式,發放對象為高雄地區製造業員工,共計回收255份有效問卷。研究結果發現:

一、 員工內在工作動機愈強烈,愈偏好技能基礎的薪資政策設計方式。
二、 員工內在工作動機愈強烈,愈偏好長期薪酬導向的薪資政策設計方式。
三、 員工外在工作動機愈強烈,愈偏好階層式的薪資政策設計方式。

The compensation is the work reward of labors process in accordance with the degree of effort investment of a labor. For labors and institutions, the design of the compensation policies is heavily related to the staff recruitment, the retention, and inspiration, since compensation is an important factor to affect psychology of labors in job satisfaction. Labors pay attention to the interests of compensation activities from entering the organization until leaving it. Thus, this study aims to investigate the individual preference of compensation policies, including job vs. skill, individual vs. group performance, time vs. production, short vs. long-term pay orientation, hierarchical vs. egalitarian, and seniority vs. performance.
The identification of individual’s psychological factors to the work motivation contributes to the incentive effect of institution on the labors. Moreover, it also assists the labors to pre-understand the fitness of compensation policies between self and the organization during work searching process. Therefore, the work motivation (intrinsic work motivation and extrinsic work motivation) is considered as the independent variables in this study.
This study aims to investigate the relationship between intrinsic/ extrinsic work motivation, and the preference of compensation policies. In sum, 255 valid questionnaires were collected from the manufacturing employees in the Kaohsiung area, Taiwan. The results of the study suggest that employees with stronger intrinsic work motivation prefer skill-based compensation design. Second, employees with stronger intrinsic work motivation prefer long-term compensation-based policy design. Finally, employees with strong extrinsic work motivation prefer hierarchical compensation policy design.
摘要
Abstract
目錄
表目錄
圖目錄
第一章 緒論
第一節 研究背景與動機
第二節 研究目的
第三節 研究流程
第二章 文獻探討
第一節 薪資政策
第二節 工作動機
第三章 研究方法
第一節 研究架構與假設
第二節 研究變項定義與衡量工具
第三節 研究樣本
第四節 資料分析方法
第四章 研究結果
第一節 因素分析與信度分析
第二節 相關係數分析
第三節 多元階層迴歸分析
第五章 結論與建議
第一節 研究發現與結論
第二節 學術與管理實務意涵
第三節 研究限制與後續研究建議
參考文獻
一、 中文部分
二、 英文部分

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1. 朱婉菁、蘇惠娟、謝秉蓉、汪昭芬(2009)。探討知識慣性與個人創造力之研究-以工作動機與工作特性為干擾因素。全球商業經營管理學報,1,105-116
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