員工工作價值觀、個人及組織因素、企業經營理念與勞退新制評估之關聯性研究

A Study on the Relationships among Work Values, Personal and Organizational Factors, Managerial Philosophy and the Labor Retirement New System Evaluation

陳志明(Chin-Ming Chen)

指導教授 ： 諸承明

中原大學/商學院/企業管理學系/碩士(2006年)

https://doi.org/10.6840/cycu200600155

摘要

本研究旨在探討員工工作的價值觀、個人與組織因素特性、企業經營理念與勞退新制評估與選擇之關聯性研究。藉以作為在人力資源管理運用與提供勞退新舊制之選擇上的實質參考，進而提高員工對制度評估之周延性，企業對員工在選擇方案上有更深入的瞭解，使員工能正確的思考如何選擇勞退新制或舊制，有效提升個人福利與企業經營體制之完善。因此，本研究目的之具體項目如下：
一、探討員工對勞退金新、舊制的評估與看法。
二、探討員工的工作價值觀與勞退新制評估之關聯性。
三、探討不同屬性(性別、年齡、職位、組織年資、公司規模、公司成立年數、薪資)員工之下，其員工工作價值觀與勞退新制評估之關聯性。
四、探討在不同企業經營理念之下，員工工作價值觀對勞退新制評估之關聯性。
五、藉由探討上述各項關聯性與差異分析，以人力資源管理的角度提供一些建言予民間企業，同時，也作為勞工大眾在選擇制度上參考之用。

研究結果發現，當員工對於自我成長取向、社會互動取向與安定與免於焦慮取向重視程度越高的時候，代表對勞退新制中雇主負擔部份的滿意程度也越高，所以此類型的員工適合選擇勞退新制。若員工對於自我成長取向、社會互動取向兩類型重視程度越高的時候，代表對勞退新制中勞工提繳部份的滿意程度也越高，因此該類型的員工適合選擇勞退新制。

此外，建議高目的價值員工且所處之公司成立年數較短者，適合選擇勞退新制，而高目的價值員工且所處之公司成立年數較長者，適合選擇勞退舊制。最後，企業應重視員工對勞退新制的滿意程度，當該公司是持有正面的企業經營理念時，代表員工對勞退新制的滿意程度也會越高。

關鍵字

勞工退休金新制 ； 企業經營理念 ； 工作價值觀

並列摘要

This research is mainly about work value of employee, characteristics of personal and organizational factors, correlation research the managerial philosophy and the labor retirement new system evaluation and selection. It provides references for selection of labor retirement new system or old system in the human resource management, and further promotes the ductility of the system valuation of employees. For enterprise, the further understanding of employee’s choice makes these workers consider correctly which labor retirement system to choose and effectively promote personal welfare and enterprise system. Therefore, goal of this research concrete project is as follows:
1. Discusses staff’s appraisal and viewpoint to labor retirement new system and old system.
2. Discusses the correlation of work value of employee and labor retirement new system valuation.
3. Discusses under the different attribute of employee (sex, age, position, organization period of service, company scale, company had been established year number, salary), the correlation of work value of employee and labor retirement new system valuation.
4. Discusses under the different managerial philosophy, the correlation of work value of employee and labor retirement new system valuation.
5. By inquiring into above-mentioned various correlations and discrepancy analysis, it provides suggestions by the human resources management angle to civil enterprise, and also takes the reference on selecting system of labor simultaneously.

Findings discovery, When the staff regarding the self- growth orientation, the social
interaction orientation and the stability with takes avoid the anxious orientation the regulation goes past is high, represents to the labor retirement new system center employer to bear partial satisfaction to be also higher, therefore this type staff suits the choice the labor retirement new system. If the staff regarding the self- growth orientation, the social interaction orientation two types takes the regulation goes past is high, represents to the labor retirement new system center laborer to raise gives partial satisfaction to be also higher, therefore this type staff suits the choice the labor retirement new system.

In addition, the high goal value staff and who work in the company that established short years should select the labor retirement new system. The high goal value staff and who work in the company that established longer should select the labor retirement new system suitably. Finally, the enterprise should value the satisfied degree of employee to the labor retirement new system. When the company holds front side of managerial philosophy, it represents that the satisfied degree of employee to labor retirement new system is higher.

並列關鍵字

Labor Retirement New System ； Managerial Philosophy ； Work Values

參考文獻

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