獎酬制度、激勵與工作滿足關係之研究 : 以X公司為例

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Title:	獎酬制度、激勵與工作滿足關係之研究 : 以X公司為例
Other Titles:	Research on the relationship among reward system, motivation and job satisfaction : case of X company
Authors:	王淑卿;Wang, Shu-ching
Contributors:	淡江大學管理科學研究所碩士班陳海鳴;Chen, Hai-ming
Keywords:	獎酬制度;激勵;工作滿足;Reward System;Motivation;Job Satisfaction
Date:	2007
Issue Date:	2010-01-11 03:25:06 (UTC+8)
Abstract:	本研究旨在瞭解3C員工對獎酬制度之認知與工作滿足的現況，以及探討其相關因素。以台灣X公司為研究對象，採立意抽樣法，共抽出320人，以自填問卷方式施測，得有效樣本共310位。所得資料以敍述性統計、因素分析、信度分析、皮爾森積差相關分析、單因子變異數分析、T檢定、迴歸分析等統計方法，得到結果如下：一、員工對獎酬制度之認知，以全勤獎金、個人銷售台數獎金及三節獎金最為認同。二、員工的工作滿足，以上司認真負責、上司領導能力強及同事好相處最為滿意。三、員工對活動型報酬制度之認知愈高，對內在激勵因素滿足愈高；員工對獎金型報酬制度之認知愈高，對外在激勵因素滿足愈高。四、員工之激勵因素對工作滿足有顯著影響，尤其是外在激勵因素。五、員工對獎酬制度之認知會因不同的員工特徵而對激勵因素產生不同的影響。六、員工之激勵因素會因學歷、年齡、年資、職位、薪資、家庭因素、健康因素、生活因素的不同，而有顯著差異。七、員工之工作滿足會因學歷、年資、職位、婚姻狀況、薪資、家庭因素、健康因素、生活因素的不同，而有顯著差異。八、員工對獎酬制度之認知會經由激勵因素而影響到工作滿足。 The main purpose of this research is not only to understand the current status of 3C employees about their cognition of reward system and job satisfaction, but also to explore the correlation between motivation system and job satisfaction. The subject of this research is selected from X company in Taiwan, and we utilized the purposeful sampling method. A total of 320 employees are selected to fill out the questionnaire by themselves and we received 310 effective samples. We approached by using many statistical methods such as descriptive statistics, factor analysis, reliability analysis, Pearson product-moment correlation analysis, one-way ANOVA, T-test, and regression analysis. Some important results are listed below: 1.The top 3 cognitions of the employees about the reward system are the full attendance bonus, individual sales number bonus and the three festival bonuses. 2.The top 3 satisfactions of employee about job satisfaction are supervisor’s earnest responsible, supervisor’s leadership is strong and colleagues’ ease of getting along. 3.The higher of the active cognition of reward system to employees, the more satisfied the intrinsic motivation factors are. The higher of bonus cognition of reward system to employees, the more satisfied with extrinsic motivation factors are. 4.The motivation factors of employees are significant with job satisfaction, especially with the extrinsic motivation factors. 5.The motivation factors of the cognition of reward system to employees would be influenced by different employees’ characteristic. 6.The motivation factors of employees have significant difference by employee’s education, age, seniority, position, salary, family factors, healthy factors and lifestyle factors. 7.The job satisfaction of employees will have significant differences by employee’s education, seniority, position, marital status, salary, family factors, healthy factors and lifestyle factors. 8.The cognition of reward system to employees would be influenced to job satisfaction through motivation factors.
Appears in Collections:	[Department of Management Sciences] Thesis

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