旅遊奬勵對工作滿意、工作承諾的研究與分析～以M保險公司為例

本論文以保險業為研究對象，主要藉由探討獎勵旅遊、組織認同、組織忠誠等因素來了解獎勵旅遊的舉辦員工對工作滿意及工作承諾間的交互影響。本論文根據實證顯示如下: 獎勵制度、組織認同及組織忠誠對工作滿意都呈正面影響。獎勵制度、組織忠誠對工作承諾都呈現不顯著，假設不成立。組織認同對工作承諾呈正面影響。研究結果發現研究發現構面之關聯大部份有顯著結果，所以獎勵旅遊做為獎勵制度，除了提升銷售績之外，獎勵績優員工相對也提升對公司的認同與忠誠。但獎勵旅遊對於不同員工也會有不同的解讀，員工本該盡心盡力獲取獎勵旅遊，但若是能力不足，或是該次獎勵旅遊地點不滿意，達到標準的意願就會相對減低。因此獎勵制度、組織忠誠對於工作承諾間的關聯性，產生無顯著之影響。

關鍵字

獎勵旅遊；工作滿意；工作承諾

並列摘要

This thesis takes the insurance industry as the research object, mainly by exploring the factors such as incentive travel, organizational identification, organizational loyalty and other factors to understand the interaction between the employees of the incentive travel and the job satisfaction and work commitment. The paper is based on empirical evidence as follows: The reward system, organizational identity and organizational loyalty have a positive impact on job satisfaction. The reward system and organizational loyalty are not significant for the work commitment, and the assumption is not established. Organizational recognition has a positive impact on job commitment. The study found that most of the associations of the facet have significant results, so reward tourism is used as a reward system. In addition to improving sales performance, rewarding outstanding employees also enhances the recognition and loyalty to the company. However, incentive travel will also have different interpretations for different employees. Employees should try their best to obtain incentive travel. However, if the ability is insufficient or the reward travel location is not satisfactory, the willingness to meet the standard will be relatively reduced. Therefore, the reward system and organizational loyalty have no significant impact on the relevance of work commitments.