護理人員薪資設計、薪資滿足與組織承諾的相關研究

A Study of the Relationships among Pay Design,Pay Satisfaction, and Organizational Commitment of the Clinical Nurses

彭秀蓮(Pen-Hsiu Line)

指導教授 ： 諸承明

中原大學/商學院/企業管理研究所/碩士(2014年)

https://doi.org/10.6840/cycu201400380

摘要

本論文以護理人員薪資設計為研究主題，主要是在探討護理人員薪資設計、薪資滿足與組織承諾之間的相關性，進行有關的理論建立與實證分析之工作。
在理論建立方面，本研究在探討國內外的薪資文獻後，歸納出四項薪資設計要素，然後以此模式為基礎，探討影響護理人員薪資設計及其他成效的各項情境變相。本研究認為工作特性是重要的影響因素。因此，在探討護理人員薪資設計、薪資滿足與組織承諾之間的關聯性時，將採取工作特性為情境變項。
本研究以北台灣區域級醫院之護理人員為對象，便利抽樣方式，得到有效問卷280份，主要的研究變項包括：薪資設計、薪資滿足、組織承諾、及工作特性四個部分。經由實證結果得到以下結論：
一、個人特質在薪資滿足及組織承諾上有部分具有顯著之影響，亦即護理人員會因為在個人特質上的不同，而對薪資滿足及組織承諾產生差別。
二、薪資設計與薪資滿足之關聯性和薪資設計與組織承諾之關聯性皆有顯著之影響。
三、工作完整性在保健基準性增加後薪資滿足感明顯提升，工作重要性高時，保健基準性增加後，薪資滿足感明顯提升，工作完整性不論高或低時，職務基準性薪資增加後，薪資滿足感提升；作回饋性不論高或低時，職務基準性薪資增加後，薪資滿足感明顯提升，工作自主性不論高或低時，技能基準性薪資增加後，薪資滿足感明顯提升。
四、保健基準性薪資不論高或低時，工作特性增加後，組織承諾皆明顯上升，工作特性不論高或低時，職務基準性薪資增加後，組織承諾皆明顯上升，工作自主性不論高或低時，保健基準性薪資增加後，組織承諾皆上升，技能多樣性不論高或低時，職務基準性薪資增加後，組織承諾皆顯著，技能多樣性不論高或低時，績效基準性薪資增加後，組織承諾皆升，技能多樣行不論高或低時，組織承諾上升。

關鍵字

薪資設計、薪資滿足、組織承諾、工作特性

並列摘要

Focused on the pay design of clinical nurse , in this thesis, in order to investigate the correlation between the pay design, the pay satisfaction toward pay, and the organization commitment, the theory construction as well as the case study and analysis are conducted.
In the theory construction, through international literature review, four elements regarding the pay design are categorized and then applied to investigate the situational variables which are capable of determining the pay design and with other effects. Suggested by this study, job characteristics could be the variable with the most significant effect. Therefore, job characteristic is used as a situational variable to investigate the correlation.
Totally 280 surveyed samples were collected from clinical nurse staffs working in the regional hospitals in Northern Taiwan. The variables cover the salary design, pay satisfaction, organization commitment, and job characteristics. The study results are drawn as below:
1. Personal qualities in pay satisfaction and organizational commitment, some have a significant impact, which is known because of the different nurses on the personal qualities, while the pay difference between satisfaction and organizational commitment.
2. The correlation between the pay design and pay satisfaction, as well as the correlation between the pay design and organization commitment are shown with highly effect.
3• After working completeness health benchmark pay increases significantly increased satisfaction,task significance is high, when hygiene factor increases, pay satisfaction increases；no matter how high the job integrity is, when job-based pay is increased, pay satisfaction is increased；no matter how the feedback from a job is high, as job-based pay is increased, pay satisfaction is increased；no matter how the autonomy is high, when the skill-based pay increases, pay satisfaction is increases.
4. Regardless the height of the hygiene-based pay, as the job characteristic is increased, the organization commitment is significantly increased；no matter how the autonomy is high, when the hygiene-based pay is increased, the organization commitment is also increased；no matter how the skill variety is high, when the job-based pay is increased, the organization commitment is also increased；this reveals the same effect as the performance-based pay；no matter how the skill variety is high, the organization commitment is increased.

並列關鍵字

Job Characteristics ； Salary Satisfaction ； Salary Design ； Organizationl Commitment

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