論文摘要 企業競爭力的提升,建立在產業的升級與高科技的人力水準,要留住高科技人才,企業員工福利具有關鍵性的因素。本研究主要是從組織特性、員工福利與員工態度之間的相互關係,針對企業員工進行實證調查,俾瞭解企業員工對福利制度及措施的關聯性。 因此,本研究除了針對員工福利的相關文獻,進行深入的探討之外,同時蒐集了台灣北部地區51家大型企業組織員工福利的資料,進行實證研究;業經彙整後,在回收資料中包括人力資源主管問卷51份,員工問卷184份;再由統計分析之後,本研究共歸納出下列五項重要的結論。 一、本研究擷取員工福利之五大核心構面:計有「休假」、「保險」、「退休」、「服務」、「員工參與程度」等進行分析。 二、 在組織特性方面,產業類別、公司位置、公司規模、公司獲利能力與休假福利、保險福利、退休福利及離職福利(資遣費)等皆存在顯著的關聯性,其中公司獲利能力每股盈餘對員工資遣費年資呈現顯著的正相關。 三、 在員工福利方面,休假、保險、退休、離職(資遣費)等福利措施,對於組織承諾、福利滿足、福利成效之員工態度,均未達到顯著水準,唯員工休假之例假日與員工態度之工作投入具有顯著的關聯性。 四、 在服務性福利與員工參與程度方面,當服務性福利措施愈多且員工參與程度愈高時,則員工態度之組織承諾、福利滿足、工作投入與福利成效等四個變項有顯著關聯性。 五、 在員工個人屬性方面,以性別、教育程度、內控性格對於員工態度之組織承諾、福利滿足、工作投入與福利成效等四個變項,均存在顯著的關聯性;而年齡、婚姻、年資與員工態度之間則不存在顯著的關聯性。 關鍵字:員工福利、組織特性、員工個人屬性、員工態度
ABSTRACT The high technical manpower shows a critical effect of promoting the upgrade of industry and improving enterprise’s competitiveness. Therefore, keeping and recruiting the professional and high quality experts is an essential topic in the company, and the employee benefit system plays an important role. This thesis, mainly based on the organizational characteristics, the mutual relationship between employee welfares and employee behaviors, and the empirical survey to industrial employees, tries to understand the correlation between employees and employee benefit system. In addition to reviewing and discussing with reference to the literatures on employee benefit, this research also collects the relevant data about employee benefit from 51 large-scale enterprises in the north of Taiwan by making use of questionnaires, and there are 51 valid ones from human resource planning directors and 181 from employees, respectively. After the empirical study and statistical analysis, there are five important conclusions being made as follows: 1. The employee benefit system contains five major elements, such as, “vacation”, “insurance”, “retirement”, “service”, and “employee participation”, and those would be analyzed in this research respectively. 2. In the organizational characteristics, the significant relation existed among product classification, firm location, firm scale, firm profitability and vacation welfare, insurance welfare, retirement welfare and termination benefit (redundancy payments) etc. In particular, the relation of earnings per share of firm profitability to redundancy payments of the working years shows the positive correlations. 3. In employee welfares, the effect of benefit measures of vacation, insurance, job placement assistance, termination benefit (redundancy payments) to the attitude of employees on organizational commitment, welfare satisfactions, welfare effectiveness has not achieved significant level. However, the way of taking leave or vacation permitted by company shows the significant effect on working effectiveness of employees. 4. In service benefit and employee participation, when service benefit is increasing and employee participation is higher, the four variables: the employee behaviors of organizational commitment, welfare satisfaction, working and welfare effectiveness, shows the significant correlation. 5. When the employee sex, education degree, and internal controlling personality are taken into the statistical model, the organizational commitment, welfare satisfaction, working and welfare effectiveness, have the significant correlation; However, age, marriage and employee behaviors, show no significant correlation in the model. Keywords : employee benefit, organizational characteristics, employee personal attributions, employee behaviors.