本研究透過個案公司實際員工做為實證分析資料,經由150份有效問卷調查,找出所對應的管理需求重點,並使用重要表現程度分析法(Importance-Performance Analysis, IPA)以瞭解工作滿意度之預期重要程度(importance)與表現績效(performance),為個人認定其所應得與知覺真正得到之間的差距;並整合品質機能展開(Quality Function Deployment,QFD)的方法探討個案公司員工滿意度。 藉由30個題項的問卷調查,依(Importance-Performance Analysis, IPA)象限特性予以歸類及計算個案公司服務品質的滿意指標與不滿意指標,並將這些指標轉化為(Quality Function Deployment, QFD)的權重計算因子以更清楚瞭解員工的聲音,可提供企業有限的資源妥善規劃,運用適合產業的改善手法與管理策略,進行有效的品質改善與提升,逐步踏實地達到更高的員工滿意度。
This study through the company's real case research as the analysis data and the way150 of the effective questionnaire;We can set the proportion to find the point of management, and use Importance-Performance Analysis, to show the satisfaction of employees and performance. And verify the effectiveness of the show Practice contribution. Finally, which will be applied to the Quality Function Deployment (QFD). The method of case discussion, employee satisfaction With 30 questions of the questionnaire, and use Importance-Performance Analysis quadrant characteristics and calculation of the case company to be classified as service quality indicators of satisfaction and dissatisfaction indicators,these indicators will be converted into (Quality Function Deployment, QFD) calculation of the weight factor in order to better understand the voice of the employees,limited resources available for proper planning of enterprise,the use of suitable industrial techniques and management strategies to improve,effective quality improvement and enhancement,practical to achieve progressively higher employee satisfaction.