財富管理業務人員薪酬公平性與工作滿意、組織承諾與離職傾向之關係研究-以台灣地區某銀行為例

A Study of Relationship Among Compensation Equality,Job Satisfaction，Organizational Commitment and Job Retention of Financial Specialist- A Example of a Taiwanee Bank.

沈枝賢(SHEN,CHIN HSIEN)

指導教授 ： 張鐵軍

朝陽科技大學/管理學院/企業管理系/碩士(2014年)

摘要

在人力資源管理的活動中，薪酬設計與管理是最為員工所重視也是最具爭議的項目之一。已有許多學者探討過薪酬滿足、薪酬設計、與工作績效，但較少從員工對分配公平的認知、工作滿意度與組織承諾離職傾向的關係，因此本研究探討財富管理業務人員薪酬公平性與工作滿意、組織承諾與離職傾向之關係。本研究對台灣某銀行之財富管理人員為研究對象，以立意取樣方式進行問卷調查，共計發出330份問卷，共回收297份，剔除填答不完整之無效問卷34份，實際可用問卷為263份。研究結果發現：
1.人口統計變項對於離職傾向有顯著的差異。
2.薪酬公平性對於離職傾向有顯著的差異。
3.工作滿意度對於離職傾向有顯著的差異。
4.組織承諾對於離職傾向無顯著的差異。
關鍵詞：財富管理人員、薪酬公平、工作滿意度、組織承諾、離職傾向

關鍵字

工作滿意度 ； 薪酬公平 ； 財富管理業務人員 ； 組織承諾 ； 離職傾向

並列摘要

In the activities which are managed by human resources, the design/management of salary/reward is the most emphasis of employee and also is one of the most debating items. There already have many scholars investigated about the salary satisfaction, salary design, and work performance. However, it is less investigated from the aspect of the relationship between the employee recognition of fair distribution, wirk satisfaction, and organization commitment as well as turnover intention. Therefore, this study is aimed to investigate the relationship between salary/reward fairness of wealth management business staffs, work satisfaction, organization commitment, and turnover intention. This study conducted the questionnaires investigation by the way of purposive sampling with totally 330 distributed questionnaires. And as the result, 297 of them were returned altogether. After excluded 34 incomplted ineffective questionnaires, the remained questionnaires for practically use are 263 copies.
The findings of this study are as followings;
1. The demographical statistic variables have the significant difference on the Job Retention of Financial Specialist
2.The salary/reward fairness, have some extent of significant effect on the Job Retention of Financial Specialist.
3. The work satisfaction has some extent of significant effect on the Job Retention of Financial Specialist..
4. The organization commitment has not extent of significant effect on the Job Retention of Financial Specialist.

Keywords:Wealth management business staffs, Salary/reward fairness, Work satisfaction, Organization commitment, Turnover intention.

並列關鍵字

Work satisfaction ； Salary/reward fairness ； Wealth management business staffs ； Organization commitment ； Turnover intention

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