員工發聲機制、薪酬公平性知覺與組織承諾間關聯性研究

The relationship among Employee Voice , Employee Perceived Compensation Equity , and Organizational Commitment.

胡祖帆(Tzuu-Farn Hu)

指導教授 ： 李筱丰

健行科技大學/研究學院/經營管理研究所/碩士(2008年)

摘要

本研究由員工發聲機制的角度出發，探討組織所提供的發聲管道和發聲處理、員工薪酬公平性知覺與組織承諾間的關係。
本研究以問卷調查及便利取樣方式，以兩階段調查的方式，調查191位清雲科技大學的在職學生，對於員工發聲機制與薪酬公平性知覺對員工工作態度的影響。實證結果顯示：1、員工薪酬公平性知覺對努力承諾、留職承諾、價值承諾都有顯著正向影響；2、員工知覺組織提供員工發聲管道的多寡會對員工價值承諾有正向影響並對於員工薪酬公平性知覺對努力承諾的影響有加成效果；3、員工知覺組織處理員工發聲的互動公平能提高員工的價值承諾與留職承諾且會強化員工薪酬公平性知覺對努力承諾的正向影響。

關鍵字

薪酬公平性知覺 ； 員工發聲機制 ； 組織承諾

並列摘要

This research’s major viewpoint of employee voice , and discussion the Effects of Employee Voice、Employee salary Perceived Compensation Equity, and Organizational Commitment.
This study investigated the relationship among employee perceived compensation equity and organization commitment, and also analyzed the moderated effect of employee voice. In the 191 effective responses of Ching Yun University, our results could be summarized as follow: (1) Employee perceived compensation equity had positive relationship on effort commitment, stay commitment, and values commitment. (2) Employees perceived more voice channels had positive relationship values commitment, and had a more positive relationship between employee perceived compensation equity and effort commitment .(3) Employees perceived more interactional justice had positive relationship values commitment and stay commitment , and had a more positive relationship between employee perceived compensation equity and effort commitment .

並列關鍵字

Employee perceived compensation equity ； Employee voice ； Organization commitment.

參考文獻

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