1984年勞動基準法退休金制度(以下簡稱勞退舊制)遂行而生,然而勞退舊制實施後陸續發生與現況不符的情形,故中央主管機關勞工委員會遂進行相關修正案之研擬,歷經多次協調與修正,終於經立法院三讀通過「勞工退休金條例」(以下簡稱勞退新制),2005年7月1日正式實行,以便勞工選擇對自己有利的制度。為了讓仍在觀望的勞工可以有足夠的時間選擇採用新制或舊制,因此政府規定勞工最遲於2010年7月1日前做出最後決定。本研究目的主要是在探討勞工面臨新舊制轉換的最後期限時,是否會受到工作滿足、工作投入及組織公民行為影響以及新制實施後勞工工作滿足、工作投入及組織公民行為間之關係。本研究是採用問卷調查法,針對某國營事業之員工作為研究對象。 實證結果如下:該國營事業之員工在制度選擇期限屆滿下,仍會依照制度選擇對自己較有利的制度,並不會受到本身的工作滿足、工作投入及組織公民行為所影響。另外員工的年齡、工作年資及勞保年資在勞工退休金制度的選擇方面,都有顯著的差異。當員工的年齡超過50歲,工作年資、勞保年資較高或新進員工,則選擇採用勞工退休金新制明顯較年齡介於30~50歲或工作年資、勞保年資未達勞基法規定之45個月基期之員工多。而勞工退休金新制施實後,勞工之工作滿足與工作投入、工作滿足與組織公民行為及工作投入與組織公民行為間皆存在有正向相關。故當員工對於本身工作愈滿足,則投入工作的程度愈高,亦愈願意執行自己工作以外之任務,如協助新進員工等。
In 1984, the pension system prescribed in the Labor Standards Law (hereby referred to as the Old Pension System) was implemented. However there were cases of inconsistency between the old pension system and the actual conditions. Thereby the Central competent authority of labor affairs conducted development on the amendments. After much coordination and revision, the “Labor Pension Act” (hereby referred to as the New Pension System) finally passed the Third Reading by the Legislative Yuan and was implemented on July 1, 2005, allowing the workers to choose the system in their best interests. To give the workers still waiting with sufficient time in choosing the new or old system, the Government set provisions that the workers shall make their final decisions before July 1, 2010. The purpose of the study is to explore the how the workers when facing with the deadline for converting the new and old systems, are influenced by job satisfaction, work input and organizational citizenship behavior, as well as the relationship among worker job satisfaction, work input and organizational citizenship behavior after the implementation of the new system. The study adopts a questionnaire survey with subjects of study on the employees of a Government-owned corporation. The empirical results are described as follows: Upon meeting the deadline for choosing the system, employees of the government-owned corporation will still choose the system in their best interests. They are not necessarily influenced by job satisfaction, work input, or organizational citizenship behavior. In addition, with respect to employee age, qualification, and insured years, there is significant difference in the aspect of choosing pension system. When the employee age exceeds 50 years old, employees with longer qualification or insured year, or new employees will prefer to choose new pension system over those employees between the age of 30 to 50 years old, or employees whose qualification and insured years less than 45-month base under the Labor Standards Law. After the implementation of new pension system, there is a positive correlation among worker job satisfaction, work input and organizational citizenship behavior. Therefore when the employee is more satisfied by the work content, the degree of work input also increases. Employees will be consequently be more willing to execute tasks other than their own work, including assisting new employees.
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