員工福利滿意度之研究-前因後果

The Study of Benefit Satisfaction – Antecedents and Consequences

邱瑤琪(Chiu Yo-chi)

指導教授 ： 曹國雄

中原大學/商學院/企業管理研究所/碩士(2001年)

https://doi.org/10.6840/cycu200100499

摘要

本研究在探討員工福利滿意度之前因與後果。本研究以個人因素變項(性別、婚姻狀況、年齡、職位、眷屬人數、年資、福利歷史)、個人知覺變項(分配公平性、程序公平性、制度重要性知覺)及制度特徵知覺(福利計劃的溝通、彈性、福利給付速度、政策與執行一致性、福利占薪資的比例)為員工福利滿意度的前因變項；以組織承諾、離職意願、工作滿足感為後果變項。

針對台灣地區二十三家公司，共計發出問卷475份，回收有效問卷為207份。受測男性為116人，女性為91人；問卷資料使用Pearson積差相關和多元迴歸統計方法分析，所得結果如下：

一、 個人因素變項不是預測福利滿足的重要變項。

二、個人知覺變項對員工福利滿意度的影響解釋能力強。

三、福利制度特徵知覺變項對員工福利滿意度的影響解釋能力強。

四、影響員工福利滿意度最重要的變項依序為程序公平性、分配公平性、
福利成本佔薪資的比例、福利溝通、福利制度重要性知覺、政策與
執行一致性。

五、組織承諾、工作滿足感與員工福利滿意度間具正向關係；離職意願
與員工福利滿意度間具負向關係。

由此觀之，組織在設計福利制度時應注重員工的知覺，而不是僅由雇主決定福利制度的設計。具體做法為：應讓員工參與福利制度的設計，並使其充分了解福利制度；增加員工對分配公平性的知覺；將福利措施多與員工溝通，降低存在於員工期望與知覺間的距離；福利制度的提供要能使員工覺得其存在的必要性、福利即時性、承諾可靠性，因此可藉由良好的福利溝通來充分瞭解員工所需的福利項目與水準、福利成本佔薪資的比例是否足夠、福利的給付速度是否符合員工要求、及員工知覺福利政策與執行是否一致性，藉此來提升員工對福利制度的重視程度。總之，健全員工福利制度的設計與執行，可以達到提昇員工組織承諾、降低流動率及提高
工作滿足感之目標。

關鍵字

制度特徵知覺變項 ； 個人知覺變項 ； 個人因素變項 ； 員工福利滿意度

並列摘要

The purpose of this study is to explore the antecedents and consequences of variable benefit satisfaction. In this study, we defined the personal factors ( sex, marriage statue, age, organization level, size of family, seniority, benefit history), personal perception (procedural justice, distributive justice, importance attached to benefits) and administration perception (benefit communication received, flexibility, the speed of delivery , policies and uniformity of implement , percentage of benefit ) as the antecedent variables of benefit satisfaction; the organization commitment, the intent-to-leave, the job satisfaction as consequence variables of benefit satisfaction.

Four hundred and seventy five employees from 23 local firms were surveyed . Among them, 207 valid questionnaires, males 116, females 91. The data were analyzed by Pearson correlation analysis and Multiple regression analysis and the major findings were as below:

1.Personal factors did not predict benefit satisfaction.

2.Personal perception variables had the greatest impact on benefit
satisfaction.

3. Administration perception variables had the greatest impact on benefit
satisfaction.

4.According to this study, the most important factors affecting benefit
satisfaction and the orders of importance are procedural justice,
distribute justice, the percentage of benefit，benefit communication
received, importance attach to benefits, policies and uniformity of
implement .

5.Benefit satisfaction are positively related to organization commitment,
and job-satisfaction. Benefit satisfaction are negatively related to
intent-to-leave.

So, the employers should pay more attention to the employees’ perception while designing benefit systems. It suggests that employees have to participate in designing the benefit system and understand the benefit system completely. Employers have to increase employees’ perception of distributive justice, communicate benefit policy with employees completely and to reduce the gap of exception between perception .

The system of benefit should enable employees to catch on the perception of the necessity of occupation, on-time-benefit and reliability of commitment. As a result, employers should create a good communication of benefit system to figure out the employees’ needs of benefit items and levels completely, the sufficient percentage of benefit, the speed of delivery, policies and uniformity of implement so that employees will be promoted to emphasis on the benefit system.

Eventually, to enhance the employees’ commitment, reduce the turn over rate and promote the job satisfaction could be achieved by designing and carrying out a fair benefit system.

並列關鍵字

personal factors

參考文獻

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