在經濟不景氣的環境中,經營者為求能維持組織運作,達到預期之組織績效,往往會以裁員或資遣等方式,減少組織成本的支出,然而此舉不僅會影響員工之工作意願,亦會破壞勞資雙方的關係。為改善此情形,本研究將以業主與員工,皆關注之薪酬設計著手,藉由探討勞資關係、薪酬設計與組織績效三者之關連性,期許本研究之結果能作為企業於實務上參考之依據。 本研究以台灣住礦電子股份有限公司之主管與員工作為問卷發放之對象,藉此蒐集研究相關之數據,共發放350份問卷,扣除無效問卷後,其有效填答問卷為239份,有效回收率約為68.3%,並運用SPSS統計分析軟體,以因素分析、信度分析與迴歸分析等方法進行分析。 研究結果顯示: (1)勞資關係對組織績效有顯著正向影響。 (2)薪酬設計對勞資關係有顯著正向影響。 (3)薪酬設計對組織績效有顯著正向影響。 (4)薪酬設計對勞資關係影響組織績效有顯著干擾效果。
In times of economic crisis, in order to maintain the operation and reach the expected outcome of organizational performance, employers often lay off staff to cut down the expenditures. However not only does layoff have a negative effect on employees but also harm labor management relations. In order to improve such situations, this paper focuses on compensation design, the primary concern of employers and employees. Through researching the connection of labor management relations, compensation design and organizational performance, this paper hopes to provide a solution for corporations. 350 questionnaires were sent to managers and operators of Sumiko Electronics Taiwan Co., Ltd.. The 239 effective questionnaires were collected and the effective rate is 68.3%. The way of SPSS statistical analysis software was including factor analysis, reliability analysis and regression analysis. The following are the results of the research: (1) The labor management relations is positively related to the organizational performance. (2) The compensation design is positively related to the labor management performance. (3) The compensation design is positively related to the organizational performance. (4) The compensation design is proven to have a direct relationship with the labor management relations and the organizational performance.