退休金制度對工作滿意度及組織承諾影響的研究~以元智大學93、94級EMBA同學為例

A research on the impacts of retirement pension scheme on job satisfaction and the organization commitment---Samples taken from on the class of 2004 & 2005 EMBA of Yuan–Ze University

劉北辰(Pei-Cheng Liu)

指導教授 ： 李弘暉 ； 張其祿

元智大學/管理學院/管理研究所/碩士(2006年)

摘要

中 文 摘 要
我國公、私部門退休金制度由於兩者所得替代率過於懸殊而備受爭議。依照馬斯洛(AbrahamH.Maslow1908~1970)著名之『需要層級理論』(Hierarchy of Need)，認為一旦某種需要得到了相當的滿足之後，此項需要對該人而言就不再具有那麼強烈的激勵作用；換言之，需要的滿足程度與該需要成為激勵因素的強度恰好成反比。公部門退休金制度的設計，雖有其特殊的時空背景，如今主客觀環境已大為改變(如：利率水準由高變低、軍公教待遇逐年改善等)，全球先進國家多已走向低利率時代，高額的優存利率似顯突兀。
本研究以元智大學管理學院93、94級EMBA同學為研究對象，共343人，涵蓋公、私部門享有退休金之社會各行各業人士，有效問券數200份。本篇論文主要研究目在藉問券受訪對象，經由其個人不同之屬性，在加入退休金制度變項後，探討其對工作滿意度及組織承諾的影響程度。主要研究發現：一、個人不同背景變項除工作區域外，其他如性別、年齡、職業、職階、薪酬等，對退休金制度、工作滿意度及組織承諾均有顯著性差異。如：職業軍人認為退休金制度是激勵其努力工作的重要因素，但並非影響其生涯規劃的重要因素；31~40歲同學的價值性承諾小於41~50歲的同學。二、工作滿意度對組織承諾僅部分有顯著性影響。三、退休金制度對組織承諾僅部分有顯著性影響。四、工作滿意度影響組織承諾係受退休金制度的影響。

關鍵字

退休金制度

並列摘要

ABSTRACT

There has been great debate on the public and private sector’s retirement pension system in our nation as there is a significant difference in the income substitution rate between them. According to Maslow (AbrahamH.Maslow1908~1970) in one of his famous work “Hierarchy Need”, one has less motivation for a need if such need has been satisfied to a certain degree. In other words, the degree of satisfaction for a need has a negative ratio to intensity of a need becoming a motivation. Moreover, the original design for the public sector’s retirement pension system was based on the particular economic conditions at the time. However, there has been a great deal of change in both the economy and the society. For instance, the interest rate has dropped significantly and the treatment for military, public sector and education service providers have been improved over time. Furthermore, it would seem awkward to maintain a premium high internet rate when most developed countries have already moved towards to a low interest rate era.
This research was conducted based on the 343 individual samples taken from class of 2004 & 2005 EMBAof Yuan-ZeUniversity . The interviewers were from various trades and occupations in both public and private sector that enjoy the benefit of retirement pension. There were 200 valid samples. The main purpose of this research was to discuss the level of influence it has on the degree of job satisfaction and organizational commitment after entering into a retirement pension scheme by taking personal attributes into consideration.
The main conclusions drawn from the research were as follow:
1、Personal attributes such as sex, age, occupation, rank and salary impacts on the retirement pension system, degree of job satisfaction and organizational commitment significantly except for work region. For instance, professional military officers value retirement pension scheme as a important factor for work motivation but not a determining factor for long-term life plan. The valuation commitment for age group of 31-40 years olds is smaller than age group of 41-50 years old.
2、Degree of job satisfaction only influences partly on the organizational commitment.
3、Retirement pension scheme only influences partly on the organizational commitment.
4、The influence of degree of job satisfaction on the organization was related to retirement pension scheme.

並列關鍵字

Retirement pention scheme

參考文獻

21、陳如惠 (2004 ) 《員工分紅制度對企業經營效率影響之研究》

24、張昌榮 (2006 ) 《『勞工退休金條例》對人力資源管理之影響》

4、李弘暉 (2003) 《知識經濟下領導新思維》 聯經出版公司出版

31、藍清水(2003) 《宗教組織志工衝突認知、衝突處理技巧與組織承諾關聯

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