員工認股、工作滿意、組織承諾與離職傾向之關係 —某科技公司之實證研究

HE RELATIONSHIPS AMONG EMPLOYEE OWNERSHIP, JOB SATISFACTION, ORGANIZATIONAL COMMITMENT AND TURNOVER INTENTION – AN EMPIRICAL STUDY OF A TECHNOLOGY COMPANY

吳正毅(Cheng-yi Wu)

指導教授 ： 孫碧娟

大同大學/經營設計學院/事業經營學系所/碩士(2007年)

摘要

近年來，許多科技產業採用員工認股制度（ESOPs）用以激勵員工，並深信員工認股制度可以達到激勵員工目的及提升員工對組織的忠誠度。本研究將從員工個人觀點來探討參與員工認股者與未參與員工認股者其工作態度是否有所不同？本研究目的包含︰(1)比較有無參與認股之員工之工作滿意度是否不同。(2)比較有無參與認股之員工之組織承諾是否不同。(3)比較有無參與認股之員工之離職傾向是否不同。(4)驗證工作滿意度、組織承諾與離職傾向的關係。
本研究以唐佑股份有限公司作為研究對象，發放107份問卷，其中共回收有效問卷75份，回收率為70.1%。首先，本研究以變異數分析來驗證參與員工持股與未參與員工持股者之工作滿意度、組織承諾與離職傾向是否不同。研究結果顯示參與員工持股與未參與員工持股者之離職傾向有顯著差異。另外，回歸分析之結果顯示工作滿意與離職傾向呈現負相關，情感承諾與離職傾向呈現負相關，且規範承諾與離職傾向也呈負相關。

關鍵字

員工認股制度、離職傾向、工作滿意、組織承諾

並列摘要

In recently years, IT industry generally utilizes Employee stock ownership plans (ESOPs) to motivate the employees, believing the system can achieve the goal of motivating employees and then promoting the employee’s loyalty to organization. This study hopes to compare the attitude of the employee who participates and non-participates in ESOPs on individual level. The objectives of this study include： (1) To explore the difference in satisfaction between the employee who participates and non-participates in ESOPs (2) To explore the difference in organizational commitment between the employee who participates and non-participates in ESOPs (3) To explore the difference in turnover intention between the employee who participates and non-participates in ESOPs and (4) To explore the relationship between job satisfaction, organizational commitment and turnover intention.

The subject of this study is employees of Tangtop Technology Co. There are107 questionnaires mailed and there are 75 questionnaires received. It is representing an effective response rate of 70.1%. First, this study makes an analysis of variance to explore the difference in job satisfaction, organizational commitment and turnover intention between the employee who participates in ESOP or not. The result shows that the significant difference in turnover intention exists between the participators and non- participators. The result of regression shows that job satisfaction is negatively associated with turnover intention, affective commitment is negatively associated with turnover intention and normative commitment is negatively associated with turnover intention.

並列關鍵字

Employee Stock Ownership Program

參考文獻

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