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研究生:石坤益
研究生(外文):SHIH, KUN-I
論文名稱:績效薪資知覺與工作努力關係之研究 以嚴謹自律性、分配公平性為調節變項
論文名稱(外文):Relationships Between Perception of Pay for Performance and Work Effort: The Moderating Effects of Conscientiousness and Distribution Equity
指導教授:董玉娟董玉娟引用關係
指導教授(外文):TUN, YU-CHUAN
口試委員:許淑寬李俊賢曹瓊文董玉娟
口試委員(外文):HSU, SHU-KUANLEE,CHUN-HSIENTSAO,CHIUNG-WENTUNG, YU-CHUAN
口試日期:2019-06-13
學位類別:碩士
校院名稱:國立高雄科技大學
系所名稱:人力資源發展系
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:2019
畢業學年度:107
語文別:中文
論文頁數:67
中文關鍵詞:績效薪資知覺工作努力嚴謹自律性分配公平性
外文關鍵詞:pay for performancedistribution EquityConscientiousneswork Effort
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企業績效管理的目的,就是為了讓企業整體績效最大化,設立良好的激勵機制是員工高績效的基礎,所以制定出優渥績效薪資是企業最主要的激勵員工方式之一,而員工對於績效薪資制度本身的吸引程度,同時也反映了員工對績效薪資的態度及對工作努力程度的影響。因此,本研究針對現今話題不斷醫美診所的員工作為為研究對象,以績效薪資知覺為自變項,工作努力為依變項,並以嚴謹自律性及分配公平性為調節變項,發出問卷300份,最終收回共計297份問卷。研究結果如下:
一、績效薪資知覺對工作努力有正向顯著影響。
二、嚴謹自律性在績效薪資知覺對工作努力的關係有顯著正向調節作用。
三、分配公平性在績效薪資知覺對工作努力的關係沒有顯著正向調節作用。

The purpose of performance management is to maximize the overall performance of the company. Establishing a good incentive mechanism is the basis for high performance of employees. Therefore, the development of superior performance salary is one of the most important ways to motivate employees, and employees have performance compensation system. The degree of attraction itself also reflects the employee's attitude towards performance pay and the impact on the level of work effort. Therefore, this study is aimed at the current topic of the staff of the medical clinics as the research object, the performance salary perception as the self-change item, the work effort as the change item, and the strict self-discipline and the distribution fairness as the adjustment variables, issue the questionnaire 300 copies. A total of 297 questionnaires were finally recovered, with a recovery rate of 99%. The research results are as follows:
1. Performance pay perception has a positive and significant impact on work effort.
2.Rigorous self-discipline has a significant positive adjustment effect on the relationship between performance pay and perception.
3.The distribution of fairness in the performance of salary perception has a significant positive adjustment effect on the work effort.

目錄
中文摘要………………………………………………………………………………i
英文摘要…………………………………………………………………………… ii
致謝…………………………………………………………………………………iii
目錄………………………………………………………………………………… iv
表目錄……………………………………………………………………………… 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……………………………………………………………… 4
第二章 文獻探討…………………………………………………………………… 5
第一節 績效薪資…………………….…………………………………………5
第二節 分配公平性……………………………………………………………12
第三節 工作努力………………………………………………………………19
第四節 個人特質-嚴謹自律性……………………………………………… 22
第五節 假設推導………………………………………………………………25
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 研究變項之衡量工具…………………………………………………32
第四節 研究對象選擇與資料收集過程………………………………………34
第五節研究分析方法………………………………………… ………………36
第四章 研究結果與分析……………………………………………………………38
第一節 因素分析及信度檢定…………………………………………………38
第二節 各研究構面之相關分析………………………………………………43
第三節 迴歸分析………………………………………………………………44
第五章 研究結論與建議……………………………………………………………47
第一節 研究結論………………………………………………………………47
第二節 研究結果的意涵………………………………………………………50
第三節 實務建議………………………………………………………………51
第四節 研究限制………………………………………………………………52
參考文獻…………………………………………………………………………… 53
一、中文文獻………………………………………………………………… 53
二、英文文獻………………………………………………………………… 55
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