員工價值、員工滿意與員工績效之關聯模式之建立與分析

The Establishment of the model Integrated Employee's Value, Employee's Satisfaction and Employee's Performance

林君怡(Chun-Yi Lin)

指導教授 ： 楊錦洲

中原大學/工學院/工業工程研究所/碩士(2004年)

https://doi.org/10.6840/cycu200400226

摘要

在企業組織內，員工對公司及工作的認知價值與滿意是促使「員工」發揮最大效能的因素。因此，如何善用組織內的資產─人力資源，正是企業需要認真思考的地方。良好的人力資源管理不僅可以讓組織擁有可以生存的機會，更可使組織持續地成長、增加競爭力和獲利。然而，如何使員工在工作上有所表現，充分發揮個人的能力，實為企業在人力資源管理上值得重視的課題，而員工認知價值、員工滿意度與員工工作績效之間的關聯性便是本研究所探討的重點。
目前員工滿意度與員工績效的相關研究中，多為定性的描述，缺乏定量分析的模式建構，而本研究以美國顧客滿意度指標（ACSI）為研究概念，提出一員工認知價值、員工滿意度與員工績效之關聯模式，並以定量分析使用線性結構方程模式軟體（LISREL）為模式驗證工具，期望幫助企業在人力資源策略上有一客觀而準確的模式可供參考，瞭解員工認知價值、員工滿意度與員工績效的關聯性，讓員工產生好的績效表現，使企業能持續獲利、永續經營。
經由實證分析，本研究之結果分述如下：
1.建立關聯模式的七個構面與衡量指標，並使用線性結構模式驗證出一完整的員工認知價值、員工滿意度與員工績效之關聯模式。
2.影響員工認知價值的關鍵因素為：員工對員工滿意度衡量之品質屬性上之認知與期望、公司利潤分享與員工認股與公司形象。
3.影響員工滿意度的關鍵因素為：員工對員工滿意度衡量之品質屬性上之認知與期望、公司利潤分享與員工認股、公司形象與員工認知價值。
4.影響員工績效的關鍵因素為：公司利潤分享與員工認股、公司形象與員工滿意度。
5.不同的個人屬性變項與員工認知價值、員工滿意度之間無顯著差異。

關鍵字

員工滿意度 ； 員工績效 ； 線性結構方程模式 ； 員工認知價值

並列摘要

Generally speaking, the value and satisfaction of job significantly affect work performance for corporate. Therefore, human resource management becomes a key issue for firms to seek the business growth and to enhance the competitive position, in order to raise the profits.
Thus, more and more the organizations devoted considerable affection to the implementation of HRM practices. HRM can reinforce human relationships and raise employee's value and satisfaction.
Although several academics and practitioners have thus asserted the relationship between the employee's satisfaction and the employee's performance, there is relatively little empirical evidence for this. In the study of customer satisfaction, the perceived satisfaction is caused by the perceived value considered by customers. It is therefore, we consider the perceived value info this research, and establish the model by integrating perceived value, perceived satisfaction and employee's performance. After developing the model, we conduct a case study by cooperating with a high-tech company.
The empirical study will proceed with practitioners interview, questionnaire survey, and the related statistical analysis. Then applying LISREL as the analysis implement to verify and adjust the model by integrating perceived value, perceived satisfaction and employee's performance. The conclusion of this research are summarized as following：
1.A relation-model consisted of seven dimensions and corresponding performance measures is established to describe the relations among perceived value, perceived satisfaction and employee's performance. And then relations are verified by a commercial package, LISREL.
2.The key factors significantly affecting employee's perceived value are employee's perceived quality, employee's expectation, profit sharing, and Image.
3.The key factors significantly affecting employee's satisfaction are employee's perceived quality, employee's expectation, profit sharing, Image, and employee's perceived value.
4.And the key factors significantly affecting employee's satisfaction are profit sharing, Image, and employee's perceived value.
5.There is no significant difference between personal variables on employee's satisfaction and corresponding performance.

並列關鍵字

employee's satisfaction ； employee's value ； and employee's performance

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