雇主品牌與成就動機對非典型就業者其組織承諾之影響 - 以薪酬滿意為中介變項

全球經濟瞬息萬變，企業為了保持高度競爭力而衍生的彈性人力需求，以因應產業變化所面臨的壓力，部份企業以不影響財務報表來展現競爭力，除技術上不斷創新保持核心競爭力，透過雇用非典型雇用則是企業能有效控制或是降低成本以擁有足夠人力來完成工作的策略。根據Beard & Edwards(1995)認為非典型雇用關係是一種冒險，倚賴非典型就業人員短期間可為企業帶來經濟利益。Barrick等人(2002)認為具有強烈工作意圖與高任務導向特質之員工，追求工作成就之成就動機較強，此動機會直接影響員工的工作績效。組織承諾較低的員工，對於離開組織的意願較為強烈，激勵作用相對較低(Raymond, 1999)。求職者心態非以往必須為正職人員為條件下，要如何在提升雇主品牌及成就動機中對組織承諾的強度以取得優勢，且透過薪酬滿意以強化人才留任。本研究以非典型就業求職者的角度來探討非典型就業者選擇就業時的考量，以雇主品牌與成就動機及於組織承諾間的交互影響，加上薪酬滿意度高低了解其影響力，藉由問卷編制與抽樣調查，共獲得417位非典型就業者回應，以敘述性統計、信度分析、T檢定、變異數分析與層級迴歸分析來驗證各項研究假設。本研究根據研究假設架構，經由分析得知以下結果： 1. 假設一獲得支持：雇主品牌對薪酬滿意具有顯著正向影響。 2. 假設二獲得支持：成就動機對薪酬滿意具有顯著正向影響。 3. 假設三獲得支持：雇主品牌對組織承諾具有顯著正向影響。 4. 假設四獲得支持：成就動機對組織承諾具有顯著正向影響。 5. 假設五獲得支持：薪酬滿意在雇主品牌對員工組織承諾影響上有顯著中介作用。 6. 假設六獲得支持：薪酬滿意在成就動機對員工組織承諾影響上有顯著中介作用。 7. 假設六部分獲得支持：不同人口統計變項的非典型就業者在雇主品牌、成就動機、組織承諾與薪酬滿意具部分有顯著差異。經本研究結果發現，非典型就業者就業時，選擇優異雇主品牌及本身的成就動機高低，對於其組織承諾高低將有顯著影響，且薪酬滿意的高低亦是關鍵留才因素。關鍵字：雇主品牌、成就動機、薪酬滿意、組織承諾、非典型就業者

關鍵字

雇主品牌；成就動機；薪酬滿意；組織承諾；非典型就業者

並列摘要

The global economy is changing rapidly. The flexible manpower strategy (short-term, medium-term and long term) to support business for maintaining high level competitiveness in responding to the pressures triggered by industry changes will be very critical, some companies expect to demonstrate competitiveness without affecting the financial reports, except technology investment. The atypical employment is enabled business to have more flexibilities in responding to the off-peak season or low demand period to maintain core competitiveness and deploy innovation with more efficiency to reduce costs but enough manpower to fulfill needs and meet business strategy. According to Beard & Edwards (1995), the atypical employment relationship is an adventure, its relied on atypical employees if they can bring economic benefits to the business in the short period. Barrick et al. (2002) believe that employees with strong work intentions and task-oriented mindset with a strong motivation to pursue work achievements, and this opportunity directly affects their work performance. Employees with lower organizational commitments will increase intention leave the organization and relatively low in motivation mindset (Raymond, 1999). The role of full-time employees for the job seekers is not the priority. How to strengthen the commitment to the organization in order to gain an advantage in enhancing the employer branding by increase achievement motivation, strengthen the retention to the talents through salary satisfaction. The main purpose of this thesis is to explore the relationship among employer branding, achievement motivation, organizational commitment, compensation, atypical employment. From atypical job seekers’ perspective, this study explores the impact of employer branding and achievement motivation on organizational commitment and the level of compensation when choosing jobs. Through questionnaire compilation and sample survey, there are 417 valid samples responding by atypical employees. The various research hypotheses were verified with descriptive statistics, factor analysis, reliability analysis, analysis of variance (ANOVA), correlation and regression analysis. The result of this research can be concluded as following: 1. The employer branding having significant impact on compensation 2. The achievement motivation having significant impact on compensation 3. The employer branding having significant impact on organizational commitment 4. The achievement motivation having significate impact on organizational commitment 5. As the mediator, the compensation having significant impact of employer branding and organizational commitment 6. As the mediator, the compensation having significant impact of achievement motivation and organizational commitment 7. There are partial significant differences on employer branding, achievement motivation, organizational commitment, compensation under different atypical employment’s demographic variables. According to the study results, when atypical employees hunt for the jobs, the critical factors are how to select outstanding employer brands and get self-own achievement motivation level what have significantly impact on organization commitment. And the satisfaction level of compensation is also a key factor to atypical employees for considering retention on the job.