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研究生:王昱勛
研究生(外文):Wang Yu-Xun
論文名稱:薪資設計要素與工作角色績效之關係-以工作敬業心為中介變項
論文名稱(外文):The Relationship between Pay Design Factor and Work Role Performance : Mediating Effects of Work Engagement
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:陳必碩吳思達李昭蓉
口試委員(外文):Chen Pi-SoWu Szu-TaLi Jau-Rong
口試日期:2015-06-10
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:2015
畢業學年度:103
語文別:中文
論文頁數:122
中文關鍵詞:薪資設計要素工作敬業心工作角色績效
外文關鍵詞:Pay design factorsWork engagementWork role performance
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近年來景氣的回溫,再加上國內4G產業逐漸蓬勃發展,對於人才需求漸漸提高,如何制訂出有效薪資要素來提高工作效能成為組織所要思量的議題。根據過去研究指出,薪資設計會影響到工作滿意度與工作績效,並且維持企業競爭優勢。隨著近來工作態度與工作績效的觀點不斷的改變,企業於衡量時須有全新的觀點,使得薪資設計要素的效果能夠達到最大。因此,本研究以員工角度重新探討工作態度與工作績效之關係。
本研究旨在探討薪資設計要素對工作敬業心與工作角色績效之影響。薪資設計要素包含保健基準性薪資、職務基準性薪資、績效基準性薪資、技能基準性薪資,工作角色績效包含個人任務熟練性、個人任務適應性、個人任務主動性。本研究使用問卷調查作為資料蒐集工具,採用便利抽樣方式針對國內高科技產業進行問卷發放與研究,共回收308份問卷。其研究結果指出:
一、 保健基準性薪資、職務基準性薪資、績效基準性薪資、技能基準性薪資對工作敬業心具有正向關係。
二、 工作敬業心對個人任務熟練性、個人任務適應性、個人任務主動性具有正向關係。
三、 保健基準性薪資、職務基準性薪資、績效基準性薪資分別對個人任務熟練性、個人任務適應性、個人任務主動性具有正向關係;技能基準性 薪資對個人任務適應性、個人任務主動性具有正向關係。
四、 工作敬業心於保健基準性薪資、職務基準性薪資、績效基準性薪資與個人任務熟練性、個人任務適應性、個人任務主動性之間具有中介效果;工作敬業心於技能基準性薪資與個人任務適應性、個人任務主動性之間具有中介效果。
In recent year, the organization raises the requirement of the talent owing to the economic recovery and the booming 4G industry. It’s an important issue for theorganization to consider how to draw up effective pay factors to enhance work efficiency. Accordingto the past research, the organization’s pay design has influence to work satisfaction and work performance. Further, it would help the organization to maintain their competitive advantage. As the changing views of work attitude and work performance, the organization should use the new opinion to raise the effective pay factors maximum. Thus, this study re-examine the relationship between work attitude and work performance.
The research examines the effect on effective pay design factors, work engagement and work role performance.The effective pay design factors including hygiene-based pay、job-based pay、performance-based pay、skill-based pay.The work role performance including individual task proficiency、individual task adaptivity、individual task proactivity.Questionnaire survey was used to collect data. This research has taken high technology companies as the research objects.A total of 308 valid samples were returned.The results showed that:

1、Hygiene-based pay、job-based pay、performance-based pay、skill-based pay has a positively significant effect on work engagement.
2、Work engagementhas a positively significant effect on individual task proficiency、individual task adaptivity、individual task proactivity.
3、Hygiene-based pay、job-based pay、performance-based pay has a positively significant effect on Individual task proficiency、Individual task adaptivity、Individual task proactivity; skill-based pay has a positively significant effect on individual task adaptivity、individual task proactivity.
4、Work engagement has mediating effect to the Hygiene-based pay、job-based pay、performance-based pay and individual task proficiency、individual task adaptivity、individual task proactivity; Work engagement has mediating effect to the skill-based pay and individual task adaptivity、individual task proactivity.

摘要 i
Abstract ii
謝誌 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 薪資制度 5
第二節 工作敬業心 25
第三節 工作角色績效 34
第三章 研究方法 45
第一節 研究架構與研究假設 45
第二節 研究變項定義及測量工具 48
第三節 研究樣本 58
第四節 資料分析方法 61
第四章 研究結果 62
第一節 研究變項之相關分析 62
第二節 主要效果之檢驗 67
第三節 中介效果之檢驗 70
第五章 結論與建議 86
第一節 研究結論 86
第二節 學術與管理實務意涵 92
第三節 研究限制與後續發展 95
參考文獻 96
一、 中文部分 96
二、 英文部分 97

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