Title

薪酬分配公平對工作投入的影響-以工作特性為干擾變數

Translated Titles

The Relationships among Salary Equity, Job Involvement, and Job Characteristics - The Case of a Local Bank in Taiwan

Authors

陳宜棓

Key Words

薪酬分配公平 ; 工作投入 ; 工作特性 ; salary equity ; job involvement ; job characteristics

PublicationName

臺北大學企業管理學系學位論文

Volume or Term/Year and Month of Publication

2011年

Academic Degree Category

碩士

Advisor

陳銘薰

Content Language

繁體中文

Chinese Abstract

台灣銀行正面臨新的轉型,市場競爭激烈,尤其面對大陸金融市場的發展,中階金融人才需求急遽增加,除了依賴專業技能,應更重視企業內部員工的留任。樹立公平合理的薪酬制度,是吸引人才重要關鍵因素,除薪酬分配公平外,工作特性也是影響員工投入的重要因素之一,良好的工作特性設計確實能帶給員工正面的心理激勵,以提升員工的工作動機,達到工作滿足,企業在不增加薪酬的情況下,增加員工的工作投入,達到企業與員工雙贏的目標。 有鑑於此,本論文研究薪酬分配公平與員工工作投入間的關係,並以工作特性為其干擾變數。以實體問卷方式,李克特五點尺度測量,分別參考林淑姬(1992)修正Milkovich (1988) 發展之薪資公平問卷,Alliger, & Stone-Romero (1994)工作投入問卷,鍾華城 (2003) 修正Hackman & Oldham (1975) 之問卷,共計五十四題,發放國內某銀行業務及行政從業人員,有效回收份數共227份。 研究結果顯示,內部公平對工作角色投入有正向影響;外部公平、內部公平、個人公平對工作環境投入皆有正向影響。技能多樣性、工作重要性、回饋性對薪酬分配公平與工作投入間具有干擾效果。當工作是較具變化性、較高技巧,或具有舉足輕重的地位時,員工會有較高的成就感,薪酬影響對工作投入的重要性會降低許多。且分行業務人員因與客戶接觸機會較多,對薪酬分配公平、工作投入、工作特性的重視程度皆高於行政部門與總行同仁。

English Abstract

Under the fierce competition of market, banks in Taiwan are undergoing transformations. Particularly, with the developing financial market of mainland China, the demand for financial professionals is rapidly increasing. For enterprises, how to improve employees’ professional skills is important, and how to retain good staff is even more important. A fair and equitable salary system is the key to attracting capable employees. The job characteristics are other important factors that would improve employees’ job involvement. Psychologically, People are identified with his/her work, and they can enhance his/her motivation and job satisfaction, under proper design of job characteristics. So, with appropriate job design, enterprises can achieve a win-win goal, and increase staff job involvements without increasing salaries. In view of this, this paper examined the relationship between salary equity and job involvement, with moderating affect of job characteristics. The questionnaires using paper-and-pencil and Likert five-point scale were modified form Milkovich (1988), Alliger & Stone-Romero (1994), and Hackman & Oldham (1975), and were collected from 227 salespersons and administrative clerks of a domestic bank. Results showed that internal equity had positive effects on job involvement-role; external, internal, and individual equity had positive effects on job involvement-setting. Skill variety, task significance, and feedback have the moderating affect on the relationship between salary equity and job involvement. When the job has higher skill variety and pivotal position, the staff would feel higher sense of accomplishment, and the importance of salary equity is reduced. Besides, salespersons of the branch office pay more attention to salary equity, job involvement, and job characteristics than the administrative clerks in the headquater.

Topic Category 商學院 > 企業管理學系
社會科學 > 管理學
Reference
  1. 王宗鴻(2006),人格特質、主管領導風格與人力資源管理措施對工作投入與工作績效之影響,國立中央大學人力資源管理研究所碩士論文。
    連結:
  2. 台灣經濟研究院網站-http://www.tier.org.tw/,搜尋日期:2010年11月6日。
    連結:
  3. 巫惠貞、巫有鎰(2001),國小教師社會網絡、工作特性與工作滿意度關聯性之研究:以台東縣和台北市為例,教育研究集刊,46期:頁147-180。
    連結:
  4. 李誠(2002),人力資源管理的12堂課,二版,台北:天下文化書坊。
    連結:
  5. 張緯良(2003),管理學,雙葉書廊。
    連結:
  6. 陳惠芳、陳怡菁(2006),「工作特性變動與心理賦權對組織承諾之影響研究─以民營化中之公營事業為例」,人力資源管理學報,6卷2期:頁49-69。
    連結:
  7. 黃秀媛譯(2005),W.Chan Kim & Renee Mauborgne,「藍海策略」Blue Ocean Strategy,台北:天下遠見。
    連結:
  8. 黃英忠、曹國雄、黃同圳、張火燦、王秉鈞(1998),人力資源管理,華泰書局。
    連結:
  9. Adams, J. S. (1965). Inequity in social exchange. In L. Berkowite (Ed.). Advances in Experimental Social Psychology, New York: Academic Press, 2, pp.267-299.
    連結:
  10. Alexander, S. & Ruderman, M. (1987). The role of procedural and distributive justice in organizational behavior. Social Justice Research, 1, pp.177-198.
    連結:
  11. Barnabe, C. & Burns, M. (1994). Teachers' job characteristics and motivation. Educational Research, 36(2), pp.171-185.
    連結:
  12. Beaty, D. (1990). Re-examining the link between job characteristics and job satisfaction. Journal of Social Psychology, 130(1), pp.131-132.
    連結:
  13. Blood, M. R. & Hulin, C. L. (1967). Alienation environmental characteristics of workers responses. Journal of Applied Psychology, 151(3), pp.284-90.
    連結:
  14. Brooke, Paul P., Russell, D. W. & Price, J. L. (1988). Discriminant validation of measures of job satisfaction, job involvement, and organizational commitment. Journal of Applied Psychology, 73(2), pp.139-145.
    連結:
  15. Brown, S. P. (1996). A meta-analysis and review of organizational research on job involvement. Psycholigical Bulletin, 120(2), pp.235-255.
    連結:
  16. Dittrich, J. E. & Carrell, M. R. (1979). Organizational equity perceptions, employee job satisfaction, and department absence and turnover rates. Organizational Behavior and Human Performance, 24, pp.29-40.
    連結:
  17. Dubin, R. (1956). Industrial workers’ worlds: A Study of the Central Life Interests of Industrial Workers. Social Problems, 3(1), pp.131-142.
    連結:
  18. Folger, R. & Greenberg, J. (1985). Procedural Justice : An interpretive analysis of personnel systems, in K. Rowland, & G. Ferris (Eds.). Research in Personal and Human Resources Management, 3, pp.141-183. Greenwich, CT: JAI Press.
    連結:
  19. Folger, R. & Martin, C. (1986). Relative deprivation and referent cognitions: Distributive and procedural justices effects. Journal of Applied Psychology, 22, pp.531-546.
    連結:
  20. Fried, Y. & Ferris, G. R. (1987). The validity of the job characteristics model: A review and meta-analysis. Personnel Psychology, 40, pp.287-322.
    連結:
  21. Greenberg, J. (1986). Determinants of perceived fairness of performance evaluation. Journal of Applied Psychology, 71(2), pp.340-342.
    連結:
  22. Greenberg, J. (1990). Employee theft as reaction to underpayment inequity: The hidden cost of pay cut. Journal of Applied Psychology, 75, pp.561-568.
    連結:
  23. Hackman, J. R. & Lawler, E. E. (1971). Employee reactions to job characteristics. Journal of Applied Psychology, 55, pp.256-286.
    連結:
  24. Hackman, J. R. & G. R, Oldham. (1975). Development of the job diagnostic survey. Journal of applied Psychology, 60(2), pp.159-170.
    連結:
  25. Hoffi-Hofstetter, H. & Mannheim, B. (1999). Managers’ coping resources, perceived organizational patterns, and responses during organizational recovery from decline. Journal of Organizational Behavior, 20(4), pp.665-685.
    連結:
  26. Homans, G. C. (1961). Social behavior: Its Elementary Forms, New York: Harcourt Brace & World.
    連結:
  27. Kanungo, R. N. (1979). Measurement of job and work involvement , Journal of Applied Psychology, 3, pp.41-349.
    連結:
  28. Kanungo, R. N. (1982). Measurement of job and work involvement. Journal of Applied Psychology, 67(3), pp.341-349.
    連結:
  29. Kell, J. R. & Godbey, G. C. (1992). Sociology of Leisure State College, PA: Venture Publishing.
    連結:
  30. Klein, S. M. (1973). Pay factors as predictors to satisfaction: A comparison of reinforcement, equity, and expectancy. Academy of Management Journal, 16(4), pp.598-610.
    連結:
  31. Lawer, E. E. & Hall, D. T. (1970). Relationship of job characteristics to job involvement, satisfaction, and intrinsic motivation. Journal of Applied Psychology, 54(8), pp.305-312.
    連結:
  32. Lee, R., McCabe, D. J. & Graham, W. K. (1983). Multivariate relationships between job characteristics and job satisfaction in the public sector: a triple cross-validation study. Multivariate Behavioral Research, 18(1), pp.47-62.
    連結:
  33. Lodahl, T. M. & Kejner, M. (1965). The definition and measurement of job involvement. Jounal of Applied Psychology, 49(1), pp.24-33.
    連結:
  34. Loscocco A. A. (1989). The interplay of personal and job characteristics in determining work commitment, Social Science Sesearch, 18, pp.370-94.
    連結:
  35. Martocchio, J. J. (2000). Strategic compensation: A Human Resource Management Approach, New Jersey: Prentice-Hall.
    連結:
  36. McElroy, J. C., Morrow, P. C., Power, M. L. & Iqbal, Z. (1993). Commitment and insurance agents’ job perceptions, attitudes, and performance. Journal of Rish and Insurance, 60(3), pp.363-384.
    連結:
  37. Mikovich, G. T. (1988). A strategic perspective on compensation Management, Personnel and Human Resources Management, l6, pp.263-288.
    連結:
  38. Paullay, I. M., Alliger, G. M. & Stone-Romero, O. L. (1994). Construct validation of two instruments designed to measure job involvement and work centrality. Journal of Applied Psychology, 79(2), pp.224-228.
    連結:
  39. Rabinowitz, S. & Hall, D. T. (1977). Organizational research on job involvement. Psychologyical Bulletin, 84(2), pp.265-288.
    連結:
  40. Robbins, S. P. (2001). Organizational Behavior: Concepts, Controversies, and Applications, 8th, Ed. New York: Prentice Hall.
    連結:
  41. Robbins, S. P. (2001). Organizational Behavior: Concepts, Controversies, and Applications, 9th Ed. New Jersey: Prentice-Hall.
    連結:
  42. Ronen, S. (1986). Equity Perception in Multiple Comparisons: A Field Study. Human Relations, 39, pp.333-346.
    連結:
  43. Rothmann, S. & Nadia, E. (2007). Job characteristics, optimism, burnout, and ill health of support staff in a higher education institution in South Africa. South African Journal of Psychology, 37(1), pp.135-152.
    連結:
  44. Ruh, R. A., White, J. K. & Wood, R. R. (1975). Job involvement, values personal background, participation in decision marking and job attitudes. Acadamy of Management Journal, 18(2), pp.300-312.
    連結:
  45. Scholl, R. W., Cooper, E. A. & McKenna, J. F. (1987). Referent selection in determining equity perceptions: Differential effects on behavioral and attitudinal outcomes. Personnel Psychology, 40, pp.113-124.
    連結:
  46. Seashores, S. E. & Taber, T. D. (1975). Job satisfaction and their correlates, American Behavior and Scientists, 18, pp.346-358.
    連結:
  47. Sheppard, B. H., Lewicki, R. J. & Minton, J. W. (1992). Organizational justice: The Search for Fairness in the Workplace. New York: Lexington Books.
    連結:
  48. Sheppard, B. H., Lewicki, R. J. (1987). Toward general principles of managerial fairness. Social Justice Research, 1, pp.113-124.
    連結:
  49. Su-Fen, C. & Hsiao-Lan, C. (2005). Relationship between job characteristics and organizational citizenship behavior: the meditational role of job satisfaction. Social Behavior & Personality: An International Journal, 33(6), pp.523-539.
    連結:
  50. Taylor, F. W. (1911). The Principles of Scientific Management. New York: Harper.
    連結:
  51. Tyler, T. R. (1989). The psychology of procedural justice: A test of the group-value model. Journal of Personality and Social Psychology, 48, pp.72-81.
    連結:
  52. Vroom, V. H. (1962). Go-involovement, job satisfaction and job satisfaction and job performance? Personnel Psycho1oy, 1(15).
    連結:
  53. Wanous, J. P. (1974). Individual differences and reactions to job characteristics, Journal of Applied Psychology, 59(5), pp.616-622.
    連結:
  54. 一、中文部分
  55. 台灣金融管理學會(2009),「銀行產業結構變化暨規模經濟、範疇經濟與銀行績效之關係」,金融研究發展基金管理委員會。
  56. 台灣經濟研究院(2010),銀行業景氣動態報告(編號:16491)。
  57. 李建華、茅靜蘭(1993),薪資制度與管理實務,台北市:超越企管顧問股份有限公司。
  58. 林文政(2002),李誠主編,人力資源管理的十二堂課-第六課員工激勵與薪資管理,二版,台北市,天下遠見。
  59. 洪英哲(2004),外派人員工作特性、人格特質對工作投入之研究,大葉大學國際企業管理研究所未出版之碩士論文。
  60. 國泰世華銀行網站-https://www.cathaybk.com.tw/cathaybk/about.asp,搜尋日期:2010年11月6日。
  61. 陳芊妤(2009),分配公平、程序公平對主管信任與工作投入影響之研究-關係的調節效果,國立中山大學人力資源管理研究所碩士論文。
  62. 諸承明(2001),「薪酬設計理論與實務之整合性模式-台灣大型企業實證分析,人力資源管理學報」,1卷1期:頁1-25。
  63. 諸承明,戚樹誠,李長貴(1998),「我國大型企業薪資設計現況及其成效之研究─以(薪資設計四要素模式)為分析架構」,輔仁管理評論,5卷1期。
  64. 顏沛逸(2004),員工對組織績效評核之公平性認知及其對工作態度之影響,國立中山大學人力資源管理研究所碩士論文。
  65. 二、英文部份
  66. Anthony, W. P., Perrewe, P. L. & Kacmar, K. M. (1993). Strategic Human Resource Management. Orlando, FL: Harcourt Brace Jovanovich, Inc.
  67. Bies, R. J. & Moag, J. S. (1986). Interactional justice: communication criteria of fairness. In Lewicki, R., Sheppard, B., & Bazerman, M. (Eds.). Research on Negotiation in Organizations, JAI Press, Greenwich, CT, pp.43-53.
  68. Cascio, W. F. (1998). Managing Human Resources, Fifth Edition, N. Y.:McGraw-Hill, 1998.
  69. Folger, R. & Konovsky, M. A. (1989). Effects of distributive and procedural on reactions to pay raise. Academy of Management Journal, 32, pp.115-130.
  70. Greenberg, J. (1982). Equity and Justice in Social Behavior. New York: Academic Press, pp.389-435.
  71. Lawler, E. E. (1981). Pay and Organizational Development, Mass: Addison-Wesley.
  72. Leventhal, G. S., Karuza, J. & Fry, W. R. (1980). Beyond fairness : A theory of allocation preferences. In G. Mikula (Eds.). Justice and Social Interaction, pp.167-218. New York: Springer-Verlag.
  73. Mahoney, T. A. (1982). Compensation functions, human resources management-perspectives and issues, Baston: Allyn and Bacon, 23, pp.202-211.
  74. Maslach, C., Schaufeli, W. B. & Leiter, M. P. (2001). Job burnout. Annunal Review of Psychology, 52, pp.397-422.
  75. Milkovich, G. T. & Newman, J. M. (1993). Compensation, 6th Ed. New York: McGraw-Hill.
  76. O'Brien, Joan C. & Robert A. Zawacki. (1985). Salary Surveys: Are They Worth the Effort? Personnel, 62(10), pp.70-74.
  77. Pyun, S. H. (1997). Organizational Justice Orientation and Workforce Performance Effectiveness in South Korea, University of Southern California, Doctorial dissertation.
  78. Robbins, S. P. (1997). Personnel: The Management of Human Resource, Englewood Cliffs. New Jersey: Prentice-Hall Company.
  79. Robbins, S. P. (1983). Organizational behavior concepts, controversies, and applications. Eaglewood Cliffs. New Jersey: Prentice Hall.
  80. Schermerhorn, Jr., J. R., Hunt, J. G. & Osborn, R. N. (1994). Managing Organizational Behavior, 5th Ed. John Wiley & Sons.
  81. Thibaut, J. & Walker, L. (1975). Procedure Justice: A Psychological Analysis, Hillsdale, New Jersey: Erlbaum.
  82. Turner, A. N. & Lawrence, P. R. (1965). Industrial Jobs and the Worker. Boston: Harvard University Graduate School of Business Administration.
  83. Wallace, Jr., M. J., & Fay, C. H. (1988). Compensation Theory and Practice, 2ra Ed, Boston, Massachusetts. Pws-Kent.
Times Cited
  1. 陳冠綸(2012)。探討中小企業招募甄選及薪酬設計: 以小規模機械加工企業L為例。清華大學科技管理研究所學位論文。2012。1-75。
  2. 許純芳(2015)。中型電子業研發人員績效評估-以平衡計分卡觀點。中正大學會計資訊與法律數位學習碩士在職專班學位論文。2015。1-89。