尾牙活動在雙因子理論之研究

每到年終，各種媒體常出現各大公司尾牙活動的畫面，討論節目的預算、排場、摸彩獎項…；這項由以前農業時代對土地公的信仰禮儀，轉變至今的重要活動，受到各大企業及員工的重視。這是所有年節慶典中唯一一個是以工作為主，也難得老闆與員工都放下工作，一同用餐的活動。過去有Herzberg提出的「雙因子理論」許多研究者用以探討影響激勵的因素，例如:學生實習後不願意留任的關鍵因素、提升員工工作績效的重要因素…等等。但是尾牙這個企業年度活動鮮少在激勵理論中被進行討論，卻是企業和媒體報導的年度重要活動。本研究選擇以雙因子理論進行尾牙活動的激勵因子研究，探討其在雙因子理論中的影響。研究方法為個案研究法，廣泛訪問有多次參與尾牙活動經驗的人士，作深度訪談，以瞭解在大家心中對尾牙的看法或想法；發現大部份受訪者都認為尾牙屬於薪資與福利這項最多。本研究調查，共得到以下三個結論: 1. 尾牙活動有存在的必要性，不宜輕易取消或忽視。 2. 企業內部互動已經相當頻繁，表示員工間的溝通可能相當暢通，建議以實質回饋為主。 3. 許多大型企業，有體系內企業互動的需求，可以藉此機會，增進子公司間的交流，以打破組織間的疆界。甚至有些部門衝突，也可能在尾牙活動中，增加非正式溝通，促進感情，讓工作更和諧順利。

關鍵字

尾牙；雙因子理論；激勵

並列摘要

At the end of each year, various media often appear pictures of the activities of the year-end party of major companies. discuss the program's budget, rehearsal, colorful awards Company employees attach great importance to the year-end party, which it is an important activity has been transformed from the past etiquette of the Village God in the agricultural era. This is the only one of the year's celebrations that is based on work, and it's rare for bosses and employees to put down their jobs and eat together; in the past, many researchers have used Herzberg's "two-factor theory" to explore many projects, such as the key factor seeking to stay after a student's internship and an important factor in improving employees' job performance. Wait a mninute. But through the literature, in the year-end party and the two-factor theory of research, such as, so to the year-end party as the theme, to explore its influence in the two-factor theory; It was found that the majority of respondents considered the year-end party to be the highest in salary and benefits. In this study, three conclusions were obtained: 1. the year-end party is necessary and should not be easily cancelled or ignored. 2. Internal business interaction has been quite frequent, indicating that communication between employees may be fairly smooth, it is recommended to focus on substantive feedback. 3. Many large enterprises, with the need for intra-system interaction, can take the opportunity to enhance communication between subsidiaries in order to break the boundaries between organizations. Even some departmental conflicts may increase informal communication, promote feelings and make work more harmonious and smooth in the tail.