薪酬對員工留任意願的影響--台灣與哥斯大黎加的比較

Impact of Compensation on Employees’ Retention Intention: A Comparison between Taiwan and Costa Rica

巴辛蒂(Cindy Barquero Quesada)

指導教授 ： 李再長

崑山科技大學/商業管理學院/企業管理研究所/碩士(2009年)

https://doi.org/10.6828/KSU.2009.00046

摘要

無資料

關鍵字

薪酬 ； 直接財務薪酬 ； 間接財務薪酬 ； 非財務薪酬 ； 離職意願

並列摘要

Nowadays companies face a problem with the employees’ retention. They spend a lot of money and time in attracting, recruiting, and training. Employees develop good skills during the training and gain experience, for that reason they become a treasure for the company. The organization put confidential and important information in their hands, but in a few months these people leave the company for many reasons.
In that circumstances the firms loses all the money invested, and also these companies will be in a dangerous situation, because departing employees often take valuable knowledge and expertise gained through experience, this represents a threat in the hands of competitors.
The principal idea in this research was analyzed how the different forms of compensation can affect the employees’ retention intention, and the different perceptions between Taiwanese and Costarican. With those results the companies can apply strategies to satisfy the employees´ necessities in order to retain the best ones.

The data obtained through the research’s instrument shows that most of the hypotheses proposed in this study are supported. The results of this study provided strong, substantial evidence that the three types of compensation have a significant impact on employees´ retention intention.
Indirect financial compensation shows the highest relationship toward retention intention. Nonfinancial compensation had the second strongest relationship and direct financial compensation had the third strongest relationship on retention intention.

並列關鍵字

Compensation ； Direct Financial Compensation ； Indirect Financial Compensation ； Nonfinancial Compensation ； Retention Intention

參考文獻

Mondy, R.W. (2007) Human Resources Management. Boston: Prentice Hall.

Abassi, S. (2000). Turnover: The real bottom-line. Public Personnel Management, 29, 3-22.

Branham, L. (2005). The 7 Hidden Reasons Employees Leave. Executive Book Summaries. 27. 27-15.

Champagne, P., & McAfee, B. (1989). Motivation strategies for performance and productivity: A guide to human resources development. New York: Quorum Books.

Harris, H. (2000). The determinants of employee productivity and earnings. Industrial Relations. 29, 403-422.