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    Please use this identifier to cite or link to this item: http://tkuir.lib.tku.edu.tw:8080/dspace/handle/987654321/33583

    Title: 組織承諾,人力資本,獎酬制度與駐外績效關連性之研究
    Other Titles: The study of relationship among organizational commitment, human capital, compensation scheme and expatriates employees' performance
    Authors: 邱玉青;Chiu Yu-ching
    Contributors: 淡江大學會計學系碩士在職專班
    林谷峻;Lin, Ku-jun
    Keywords: 組織承諾;人力資本;獎酬制度;駐外績效;Organizational Commitment;Human capital;Compensation;and Expatriates’ Performance Scheme
    Date: 2008
    Issue Date: 2010-01-11 04:18:38 (UTC+8)
    Abstract: 組織承諾影響著員工的行為與態度,而企業之營運績效主要關鍵決定在於員工,員工的貢獻度影響企業經營績效,組織再透過獎酬程序評估員工績效,組織承諾、人力資本、獎酬制度這三者與企業績效具有密切相關;企業如何激勵員工投入工作,除了以提供獎酬方式滿足員工需求外,企業更應了解如何給予員工高度的組織承諾同時善加利用獎酬結構的改變,促使員工的表現能如企業所預期,同時亦能可以留住企業人才及達成企業績效。
    The commitment made by an organization toward its employee affect employee’s behavior and attitude, so does the operation performance. Researchers suggest that these commitments, human resource, and the incentive plan in the organization are relative to company‘s performance. Thus, the way the company inspire employee to focus on jobs is critical? Besides offering bonus to satisfy employee’s request, companies should give more commitments and improve the incentive plan to stimulate employee performance, to maintain the human capital and hopefully to meet the company’s expectation.
    There are many studies focus on the relationship between local employee and firm performance. However, this study expends the topic and trying to find the effect of organizational commitment, human resource, and incentive plan to overseas employee performance..
    The research has sent questioners to 150 people and collected 107 valid ones, which represent 71.33% of the total questioner distributions. All the data were analyzed by the statistical procedures, which include descriptive statistics, Pearson’s correlation, multiple regression, t test, one-way ANOVA.
    The study has come up with the following conclusions: the organizational commitment will be significant different with the age of expatriate staff, company profile and the duration of work experience; the human capital will be significant different with the age of expatriate staff, their education level, the duration of work experience, job title and department; the compensation scheme will be significant different when the expatriate staff are in different age; the expatriates’ performance will be significant different when the expatriate staff are in different education level and the duration of work experience.
    The result of the study can offer the reference to manager as follow: task performance and contextual performance are both affected by human traits and effort commitment. To improvement the performance, management should focus on these characteristics.
    Appears in Collections:[會計學系暨研究所] 學位論文

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