- 期刊
獎勵什麼就會得到什麼嗎？人力資源政策關連性研究
Mutually Beneficial Relationship Law Research on The Relevance of Human Resources Policy
摘要
本研究以彰化地區服務業從業民眾為研究對象，探討認知福利制度、認知薪資公平性、員工工作滿意度及組織承諾四者之間的關係。透過便利抽樣，以紙本問卷蒐集資料，共回收342份有效問卷；資料經相關統計工具分後發現；認知福利制度及認知薪資公平性，皆與員工工作滿意度有正向顯著關係；認知福利制度對員工工作滿意度的影響力，大於認知薪資公平性對工作滿意度的影響力。員工工作滿意度與組織承諾二者之間，亦有顯著正向關係。由研究的結果可知，公平的薪資與福利制度可提升員工的滿意度，並進一步提升其對組織的承諾，而此一承諾，正是一線人員提供令顧客滿意的服務的基石，因此服務業者應思考如何制定令員工滿意的福利制度，及讓員工感到公平的薪資制度，以建立一線人員對組織的認同感與全心地投入。
並列摘要
This study examines service industry employees in Changhua as the research object, and explores the relationships among their perceptions concerning the employee benefits system, salary fairness, employee job satisfaction and organizational commitment. Convenience sampling was administered to collect 342 valid questionnaires. The data was further analyzed by applying relevant statistical tools. The results showed that the perceived welfare system and perceived salary fairness were positively related to employee job satisfaction, and the influence of perceived welfare on employee job satisfaction is greater than the influence of perceived salary fairness on job satisfaction. There is also a significant positive relationship between employee job satisfaction and organizational commitment. This study demonstrated how a fair salary and employee benefits system can enhance employee satisfaction, and also further enhance its commitment to the organization. This commitment is the cornerstone for front-line personnel to provide satisfactory service to customers. Service providers should consider how to develop an employee benefits system that satisfies employees' demands, and also a salary system that employees are going to accept as being reasonable, as well as establish a sense of identity and commitment to the organization.