組織獎勵制度、工作滿意度以及工作績效之研究探討－以某電信產業C公司門市人員為例

一個成功的企業除了擁有優良的產品外，員工也是企業最重要的資產。其中員工的工作滿意度更是一大關鍵，提升員工的工作滿意度最直接的辦法便是建立完善的組織獎勵制度，公平且實質的組織獎勵制度能夠帶動整體員工士氣，提升工作滿意度，進而刺激員工的工作績效，並有利於組織的獲利。過去雖有許多針對「獎勵制度」與「工作績效」，或「獎勵制度」與「工作滿意度」的相關研究，但將將「獎勵制度」、「工作滿意度」、「工作績效」三者做相關分析的研究較為缺乏。本研究以從事有關某電信產業C公司門市人員為研究對象，並針對這些人員發放問卷，而行業分布對象是針對行政院主計總處行業標準分類中出版、影音製作、傳播及資通訊服務業的電信業。研究方法以多元迴歸分析為主，研究結果發現在某電信產業C公司門市人員中，財務性獎勵對工作滿意度之影響不顯著；非財務性獎勵對工作滿意度具有正向的影響；薪資/責任滿足對工作績效具有正向的影響；升遷規定滿足對工作績效具有正向的影響;工作環境的滿足對工作績效無顯著之影響；財務性獎勵制度及非財務性獎勵制度與工作績效無顯著影響。綜合本研究結果，建議頂新國際集團首要任務為改善品牌形象，若執行促銷活動時，則以產品促銷為主，企業社會責任則是以與人有直接關係，例如幫助弱勢團體、促進社會福利的活動為主。

關鍵字

組織獎勵制度；工作滿意度；工作績效

並列摘要

To a successful enterprise, in addition to owning excellent products, it should also regard staff as the most important assets. Furthermore,“job satisfaction”is the most critical factor. And the most direct method to promote staff’s“job satisfaction”is to set up an ideal“ incentive system,”since a fair and practical“incentive system”can not only inspire the staff’s morale but stimulate their“job performance.” In addition, it is beneficial for an enterprise to make much more profits. In the past, there are many researches focusing on“ incentive system,”“job performance,”and“job satisfaction,” however; it is comparatively insufficient to make an interrelated analysis among the three factors: incentive system, job satisfaction, and job performance. The subjects of the research are the salespeople in a telecommunication company“C.” And according to the standard classification of the Directorate-General of Budget, Accounting and Statics, Executive Yuan, R.O.C., they are distributed in publishing, audio/video producing, mass media, and IT service in telecommunication industry . Through multiple regression analysis of the questionnaires, the findings are as follows: 1. The influence of financial incentive on “job satisfaction” is not significant. 2. The influence of non-financial incentive on “job satisfaction” is positive. 3. The influence of “salary” and “responsibility satisfaction” on “job performance” is positive. 4. The influence of the satisfaction for promoting regulations on “job performance” is positive. 5. The influence of the satisfaction for working environment on “job performance” is not significant. 6. The influence of financial and non-financial incentives is not significant. Based on the findings mentioned above, it is found that the “incentive system” and the “job performance” are not significantly related; however, the influences of “job satisfaction” on “job performance” and “incentive syatem” on “job satisfaction” are positively significant. As a result, it is highly suggested that for the salespeople in the telecommunication company “C,” their self-realizations are more important than “money.”