個人特徵、工作特徵和個人知覺及其相關因素對薪資滿足的影響

Effect of Personal Characteristics, Job Characteristics and Individual Perceptions on Pay Satisfaction

曹國雄(Kuo-Hsiung Tsao)

《中原學報》 26卷4期 (1998/11) Pp. 9-20

https://doi.org/10.6358/JCYU.199811.0009

摘要

績效獎勵制度，特別是績效加薪，逐漸成為民問企業與政府機構提昇員工工作效率、組織效率的工具。這種獎勵制度的成效如何？受哪些因素影響是很值得探討的。本研究嘗試探討這個問題。本研究針對179位製造業公司員工，其中男性78位、女性101位進行問卷調查，以探討個人特徵、獎勵制度知覺、工作特徵知覺與薪資滿足的關係，結果發現：
1.受試認為加薪應同時考慮年資和績效。
2.男性受試不論在理念認同、獎勵制度知覺、工作特徵知覺和薪資滿足上均較女性受試為高。
3.管理人員在獎勵知覺、工作特徵知覺和薪資滿足上較作業員為高。
4.獎勵知覺、外界薪資比較、績效評估準確、獎金足夠程度最能解釋薪資滿足。
5.外界薪資比較、獎勵制度公平性、獎勵知覺、努力－薪資關係最能解釋加薪滿足。本研究對於年資在獎勵制度中所引起的問題作一些討論和建議。

關鍵字

績效加薪 ； 獎勵知覺 ； 薪資滿足

並列摘要

Pay-for-performance plan, especially merit pay, have become popular as the tool for promotion of employees’ performance. What are the determiants of it’s effectiveness is the question being explored in this study. One hundred and seventy-nine subjects from local manufacturing firms, male 78, female 101, were surveyed in order to explore the effects of personal characteristics, pay-for-performance perception, job characteristics perceptions on salary satisfactions. The major findings are as follows:
1. Subjects preferred both performance and tenure as criterion for pay raise.
2. Males scored higher in pay-for-performance perceptions, job characteristics perceptions, and salary satisfactions
3. Managers scored higher in pay-for-performance perceptions, job characteristics, than operators.
4. Pay-for-performance, external salary comparison, evaluation accuracy, bonus adequacy are prediction set for salary satisfaction.
5. External salary comparison, system fairness, pay-for-performance perception, and effort- salary relationship are the best prediction set for pay raise satisfaction.
The issues raised by tenure in pay-for-performance programs are discussed and some recommendations are offered.

並列關鍵字

Merit Pay ； Pay-for-performance perceptions ； Salary Satisfaction