激勵性報酬、員工屬性與工作滿意度之研究－以台灣高科技產業為實證對象

A Study of the Relationship between Incentive Rewards, Employee Characteristics and Job Satisfaction-A Empirical Research of High-Tech Industries in Taiwan

林妙雀(Miao-Que Lin) ； 趙心潔(Hsin-Chieh Chao)

《Asia Pacific Management Review》 5卷1期 (2000/03) Pp. 53-74

https://doi.org/10.6126/APMR.2000.5.1.04

摘要

探討企業內員工工作滿意情形，有助於衡量人力資源管理機能之成效，以及社會經濟福利淨額之變化，尤其許多研究結果均顯示，提高工作滿意度，可以有效降低離職率與怠工情形。為探討我國高科技產業所實行之激勵性報酬，對於員工工作滿意度是否有顯著之影響，以及員工屬性不同，其工作滿意度是否亦有所差異，並研究不同員工屬性配合差異化激勵性報酬，對工作滿意度之交互影響。本研究經由激勵理論、激勵性報酬內涵與工作滿意文獻之整理與回顧，據以建立觀念性架構，並選擇高科技產業之125家上市暨上櫃公司員工作為實證對象，進行抽樣問卷調查。配合因素分析，萃取薪資福利、領導協調、工作發展及工作負荷等四項工作滿意度構面，進行各激勵性報酬與工作滿意皮之逐步迴歸分析，發現高科技產業員工，所獲得內部激勵性報酬、外部財務與非財務邀勵性報酬之多寡，會影響工作滿意度之高低，且兩者具有同向變動關係。再者，以t檢定及單因子變異數分析，發現工作滿意度與員工年齡、職位、服務年資、工作資歷呈同向變動闕係。另外，由雙因子變異數分析發現，員工屬性中的性別、婚姻狀況、教育程度、職位及服務年資，配合差異化激勵性報酬，會產生顯著之交互效果，影響工作滿意度。

關鍵字

激勵性報酬 ； 員工屬性 ； 工作滿意度

並列摘要

Exploring job satisfaction of employees from various industries, has great benefits to evaluate the outcome of human resource management and net economic welfare. Many researches indicated that lifting up one's job satisfaction could effectively reduce the rate of turnover and going slow-down. The object of this paper was to find out the influence of incentive rewards of Taiwan high-tech industries and employee characteristics over job satisfaction, integrated the theory of motivation, incentive rewards and job satisfaction, then constructed a research framework. Employees of 125 public listed and OTC high-tech companies were samples for survey research. Four dimensions of job satisfaction such as general wages & fringe benefits, leading & coordination, job development and job loading were picked out via factor analysis. Implementing the stepwise regression, the research found the level of intrinsic rewards, extrinsic financial rewards and non-financial rewards would affect the degree of each dimension of job satisfaction, and then two kinds of variables had positive relationship. Practiced one-way ANOVA and t-test analysis, job satisfaction moved in the same way with age, position, seniority and work experience of employees. Using two-way ANOVA analysis changes of job satisfaction under the interaction of incentive rewards and employee characteristics, found that sex, marriage, education, position and employed duration combined with distinct incentive rewards, have conspicuous interactions to influence job satisfaction.

並列關鍵字

incentive rewards ； employee characteristics ； job satisfaction

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