ICT產業激勵制度對員工留任意願及工作績效影響之研究

A STUDY OF THE INFLUENCE OF MOTIVATION SYSTEM ON THE RETENTION AND JOB PERFORMANCE OF EMPLOYEES IN ICT INDUSTRY

蕭惠容(Hui-Jung Hsiao)

指導教授 ： 梁世安

國立臺北大學/商學院/企業管理學系/碩士(2010年)

摘要

隨著經貿全球化趨勢，企業面臨日益競爭的環境，在國際化浪潮下，企業間挖角動作頻繁，使人才短缺及供不應求現象困擾各企業。企業生存的基礎在於高效能組織，而高效能組織的績效則源於員工個人績效，故除留才外，提升員工績效亦為另一企業管理者之重要任務。企業應如何設計可吸引並留才及提高員工績效之激勵制度實為當前人力資源管理之重要核心議題，所有激勵制度中，以分紅配股對我國高科技產業影響甚巨，並成為高科技產業激勵員工的重要工具之一，但此激勵措施在員工分紅費用化上路後，對產業之衝擊是否已使員工對企業實施的各種激勵制度之滿意度有所改變，進而影響員工留任意願與工作績效。

　　另近年來由於網際網路及通信技術的蓬勃發展與普及化，使資訊與通訊科技 (ICT)已成為我國經濟成長的主力。因此本研究以ICT產業為對象，主要目的在探討該產業激勵制度之實施對員工留任意願及工作績效之影響，同時瞭解員工對激勵制度的滿意度之干擾效果及不同員工個人屬性對激勵制度、滿意度及其留任意願、工作績效之顯著性差異。本研究針對行政院提出之廣義ICT產業定義，以國內上市、櫃之通訊、資訊、光電及半導體等產業公司為研究範圍，透過便利抽樣進行問卷施測後，利用t檢定、變異數分析、相關分析、迴歸分析等統計方法驗證假說，獲得實證研究結果如下：
一、各種激勵制度之實施對員工留任意願具部份顯著正相關
二、各種激勵制度之實施對員工工作績效具部份顯著正相關
三、員工對各種激勵制度之滿意度，對員工留任意願與工作績效具部份干擾效果
四、不同的員工個人屬性，對激勵制度、滿意度及其留任意願、工作績效具部份顯著性差異

　　本研究最後依所得各項結論，探討其在管理上之意涵，並提出管理實務上之具體建議、主要管理實務貢獻、研究限制及後續研究之建議，以期可供ICT產業管理者經營管理與學術界未來後續研究之參考。

關鍵字

激勵制度 ； 滿意度 ； 留任意願 ； 工作績效

並列摘要

With economic globalization, enterprises are now facing increasingly competitive environment; under a tide of internationalization, enterprises have been troubled by the issues of scarcity of talented persons and the shortage of valuable manpower, due to the frequent head-hunting action between enterprises. The foundation of enterprise existence relies on the high efficiency organization, which can be derived from employee performance. Therefore, in addition to retention, improving employee performance is also another important task of enterprise managers. How can enterprises design the motivation system to attract, to keep talented employees, and to improve their performance is the most important core issue of the current human resources management. Among all motivation systems, the profit-sharing method has an enormous impact on our high-tech industry, and furthermore, it becomes an important tool for motivating employees in high-tech industry. However, as the employee profit sharing expensing has been implementing, it is necessary for enterprises to evaluate if the change has already influenced the satisfaction of employee at the various motivation system, moreover, the willingness of retention and job performance of employees.

　　In recent years, due to the rapid development and popularity of the internet and communications technology, the information and communication technology (ICT) has become the main force of our economic growth. Therefore, this study takes ICT industry as the object. The main purpose is exploring the influence of the implementation of ICT industry's motivation system on employee retention and job performance, meanwhile, understanding the interference effect of the satisfaction of motivation system on the employee, and also the significant differences in various kinds of personal attribute according to the motivation system, satisfaction, retention and job performance. In this study, adopted the Executive Yuan who proposed broad definition of ICT industry which mainly focus on the domestic listed and OTC of communication, information, optoelectronics and semiconductor industries as the research subjects, through convenience sampling perform questionnaire survey, using the statistical techniques of t-test, analysis of variance, correlation analysis and regression analysis to test hypotheses. The empirical results obtained are as follows:

1. The implementation of various motivation systems on the retention of employees with partial positive correlation significantly.
2. The implementation of various motivation systems on the job performance of employees with partial positive correlation significantly.
3. The satisfaction of various motivation systems of employees has partial interference effect on the retention and job performance of employees.
4. Different personal attribute of employees has partial significant differences on the motivation system, satisfaction, intention and job performance.

　　Finally, this study is in accordance with the conclusions obtained to explore the meaning of their management and to propose concrete recommendations on management practices, also the main contribution of management practices, the limitations of this study, the suggestions of future research and provides the reference for ICT industry managers and academic circles in the future.

並列關鍵字

Motivation System ； Satisfaction ； Retention ； Job Performance.

參考文獻

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