獎酬制度對工作績效與工作滿意度之影響

Based reward system on work performance and job satisfaction of the impact

蘇靖雯(Ching-Wen Su)

指導教授 ： 王瑞生

長榮大學/管理學院/高階管理碩士在職專班(EMBA)/碩士(2008年)

摘要

在企業組織內，員工對工作的滿意度是促使員工發揮最大效能的關鍵因素，因此善用激勵理論正是企業需要認真思考的方向，良好的獎酬制度不僅可以讓企業有生存的機會，更可以使企業持續的成長、增加競爭力，如何使員工在工作上有所表現，充分發揮個人的能力實為企業重視課題之一，而本研究計畫旨在瞭解如何透過激勵理論制定出良好的獎酬制度，使員工在工作滿意度獲得最大滿足，以達到員工最好的工作績效，主要探討的方向為：
1. 激勵理論與員工工作滿意度之關係,針對激勵理論的公平性、可控制程度、期望性、溝通性，瞭解以上激勵理論程度越高者,滿足感越高。
2. 員工工作滿意度與員工工作績效之關聯性，共同能影響員工工作滿意度與員工工作績效的關鍵因素為公司利潤分享、公司形象與員工認知價值，經由關鍵因素得知員工工作滿意度與員工工作績效為正面影響。
3. 員工工作滿足度成為獎酬制度與員工工作績效的中介變數，即獎酬制度會經由員工工作滿意度而影響到員工工作績效，並探討其影響程度。
4. 透過激勵理論、員工工作滿意度、員工工作績效、制定出良好的獎酬制度。
在回顧各種激勵理論、獎酬制度、員工工作滿意度、員工工作績效等相關文獻以後，以升遷、表揚、教育訓練、工作輪調等四項激勵因素，推演激勵理論對員工工作滿意度之影響層面，善用以上激勵因素提升員工對其工作之滿意度並以定量分析瞭解員工工作滿意度與員工工作績效之關聯性，在經營策略上有一套客觀而準確的模式可供參考，根據激勵理論、員工工作滿意度與員工工作績效之關聯性擬定獎勵制度讓員工產生好的績效表現，使企業能持續獲利、永續經營。

關鍵字

激勵理論 ； 獎酬制度 ； 工作滿意度 ； 工作績效

並列摘要

In a business organization, job satisfaction is a decisive factor for employees to achieve their greatest effectiveness, and thus an enterprise needs to take seriously the proper application of motivation theory. It is arguable that a sound reward system may enable the business not only to survive, but also to grow continuously and increase competitiveness. Hence, one of the major concerns for a firm is how to make its employees perform well with a reward mechanism has become. The primary purpose of this study was to explore how a sound reward system based on motivation theory may lead to greater job satisfaction among employees and result in optimal job performance. The findings of this study are:
1. In terms of the relationship between motivation theory and employees’ job satisfaction, those who have better understanding of fairness, manageability, expectations and communication enjoy higher job satisfaction.
2. In terms of the relationship between job performance and employees’ job satisfaction, the decisive factors are profit sharing, enterprise image and employee’s value, whereby employees’ job satisfaction has a positive influence on job performance.
3. As an intervening variable between a reward system and job performance, employees’ job satisfaction has a specific influence on job performance.
4. A sound reward system can be established with regard to motivation theory, employees’ job satisfaction and job performance.
After a literature review on motivation theory, reward systems, employees’ job satisfaction and job performance, four incentives—promotion, commendation, employment education and training, and work rotation—are discussed to determine the influence of motivation theory on employees’ job performance.
It is found that these incentives, when well used, are able to raise job satisfaction and can be analyzed quantitatively to establish the relationship between employees’ job satisfaction and job performance, creating an objective and accurate model for the formulation of business strategies. In short, a sound reward system based on the relationship between motivation theory, job satisfaction and performance will ensure that a business can continue to profit in a sustainable way.

並列關鍵字

Motivation Theory ； Reward system ； Job Satisfaction ； Job Performance

參考文獻

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