以公平理論探討人力派遣員工薪酬對工作滿足之影響

Study of Impact of Temporary Employees Compensation on Job Satisfaction from the Perspective of Equity Theory

陳萱黛(Chu-Hua Lee) ； 李珠華(Huan-Tai Chen)

《全球管理與經濟》 10卷1期 (2014/06) Pp. 126-146

https://doi.org/10.6565/JGME.2014.10(1).7

摘要

本文基於人力派遣員工的薪酬對其工作滿足有很大影響之論述，主要探討薪酬制度對員工工作滿足的影響，以及在公平理論論述下人力派遣員工薪酬如何影響其工作滿足。本研究採取隨機抽樣方式針對電信產業人力派遣員工進行問卷調查，總共發放201份問卷，回收有效問卷201份，有效回收率為100%。本研究重要發現有：1.人口統計變項都對人力派遣員工之工作滿足有顯著影響，並發現性別與婚姻狀況對工作滿足具有正向顯著影響。2.薪酬制度對工作滿足呈現顯著正向影響，表示人力派遣員工對薪酬制度愈滿意則愈容易提高工作滿足；也就是說，薪酬制度能有效提升人力派遣員工的工作滿足，主要原因在於人力派遣員工的薪酬是能滿足其生理基本需求的重要因素，此符合馬斯洛需求層級理論。3.不論是否將薪酬制度納入驗證模式中，組織公平對人力派遣員工的工作滿足具有顯著的正向影響，而且也發現，一旦存在組織公平感受時，其效果遠大於薪酬制度，而且納入薪酬制度時反而呈現不顯著現象。4.最後，組織公平與薪酬制度的交互作用對工作滿足有正向顯著影響，此結果表示組織公平的干擾效果存在於薪酬制度與工作滿足之間。甚至發現，當存在組織公平的干擾效果時，會對原本為正向顯著影響的薪酬制度干擾影響為負向影響工作滿足。

關鍵字

人力派遣業 ； 人力派遣員工 ； 公平理論 ； 薪酬 ； 工作滿足

並列摘要

This study mainly explores the effect of salary compensation structure towards employee job satisfaction and how temporary worker salary compensation affects job satisfaction under equity theory. This study adopts a random sample method using questionnaires targeting at temporary employees in telecommunications industry. Out of 201 questionnaires distributed, 201 questionnaires were returned achieving 100% return rate. This study discovers: 1.Demographic variables have significant effect on job satisfaction of temporary workers. In addition, sex and marriage status have direct positive effect towards job satisfaction. 2.Salary compensation has a direct positive effect on job satisfaction indicating those who are satisfied with their salary are more likely to be satisfied in their work. In other words, high salary can effectively increase temporary workers' job satisfaction according to Maslow's hierarchy theory of needs. 3.Whether or not we apply salary compensation in our verification model, organizational equity has a significant positive effect on job satisfaction. Also, we discover that once the feeling of organizational equity is established, its effect is far greater than that of salary compensation such that even with salary compensation inserted there is no significant increase in job satisfaction. and 4.Lastly, the interaction between organizational equity and salary compensation has a significant positive effect. This result indicates that the interference effect of organizational equity exists between salary compensation and job satisfaction. We even discover that when the interference effect of organizational equity exists, positive effect of salary compensation structure on job satisfaction will become negative. This study has found that this is because employees can no longer be satisfied with salary compensation adjustment and they expect organizational equity to be further applied on temporary employees.

並列關鍵字

Temporary Worker Agency ； Temporary Employees ； Equity Theory ； Compensation ； Job satisfaction