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博碩士論文 etd-0611108-091948 詳細資訊
Title page for etd-0611108-091948
論文名稱
Title
勞退新制實施後之薪資公平認知、激勵制度滿意、 工作滿足對離職傾向之影響
The stuudy of the new labor pension act effective, The fluence of employee intent to resignation in compensation justice, Satisfaction in the motivation, And job satisfaction.
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
127
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2008-05-31
繳交日期
Date of Submission
2008-06-11
關鍵字
Keywords
離職傾向、勞退新制、薪資公平認知、激勵制度滿意、工作滿足
Satisfaction in the motivation, Job satisfaction, The new labor pension act, Intent to resignation, Compensation justice
統計
Statistics
本論文已被瀏覽 5791 次,被下載 2826
The thesis/dissertation has been browsed 5791 times, has been downloaded 2826 times.
中文摘要
勞工退休金新制於九十四年七月一日正式實施,對雇主及勞工皆帶來不小的衝擊,雇主為考量企業獲利,對薪資標準、及激勵制度是否會隨著退休金提撥,做重大改變。

此外,根據相關國內外研究顯示,工作滿意度與離職意願有顯著正相關,自從九十三年六月公佈勞退新制條例以來,對企業所帶來的衝擊是:員工忠誠度下降、離職潮及流動率增加、工作外包增加等;當雇主採取了這些措施後,相對員工對目前的工作就無法滿足其需求,因此本研究試圖瞭解當勞退新制正式實施之後,員工對於薪資公平認知、激勵制度滿意、工作滿意與離職傾向之影響。

本研究變數資料的取得採發放問卷方式,共發出500份問卷,回卷有效樣本數為339份,有效回卷率為67.8%,回收後有效問卷以SPSS統計分析方式,採描述性統計、相關分析、平均數差異檢定、單因子變異數分析、迴歸分析等方式,將各構面之研究變項做統計分析,以探討研究之結果。

經由統計分析後所得之結果如下:
一、不同個人變項的員工,其對薪資公平認知、激勵制度滿意、離職傾向具有顯著性差異。
二、薪資公平認知,對激勵制度滿意、離職傾向具有顯著性影響。
三、激勵制度滿意,對離職傾向具有顯著性影響。
四、工作滿足,對個人變項與離職傾向具有中介影響力。
五、工作滿足,對薪資公平認知與離職傾向具有中介影響力。
六、工作滿足,對激勵制度滿意與離職傾向具有中介影響力。
七、個人變項、薪資公平認知、激勵制度滿意、工作滿足對離職傾向有顯著性的影響力。
Abstract
The new labor pension act effective on July 1. 2005 effective, all brings not the impact to the employer and the laborer, the employer for the consideration enterprise profit, to salary policy, and motivation system whether can remind along with the retirement pension, makes the significant change.

In addition, according to is connected the domestic and foreign research demonstration, the work degree of satisfaction with leaves job the wish to have obviously is being connected, has drawn back the new labor pension act made rule since June 2004 male Browe, brings the impact to the enterprise is: The staff loyalty drops, leaves job the tide and the rate of flow increases, outside the work a package of increase and so on.After the employer has taken these measures, the relative staff is unable to the present work to meet its need, therefore this research attempts to understand after the fatigue draws back the newly made official implementation, the staff regarding the salary fair cognition, drive system satisfaction, work satisfaction with leaves job influence the tendency.

The research variable material obtains picks the provide questionnaire way, altogether sends out 500 questionnaire, the reflex winding effective sample number is 339, the effective reflex winding rate is 67.8%, after recycling effective questionnaire by SPSS statistical analysis way, picks ways and so on descriptive statistics analysis , correlation analysis, T-Test, one way anova, linear regression, makes variable research each construction surface the statistical analysis, discusses result of the research.

The results of the study were as below:
1.The different variable staff, it to the influence of employee intent to resignation in compensation justice, Satisfaction in the motivation, And job satisfaction to have the significance difference personally.
2.The compensation justice, to satisfaction in the motivation, intent to resignation to have the significance difference.
3.The satisfaction in the motivation, intent to resignation to have the significance difference.
4.The job satisfaction, to variable with intent to resignation to have the intermediary influence personally.
5.The job satisfaction, with intent to resignation to the compensation justice to have the intermediary influence.
6.The job satisfaction, to satisfaction in the motivation with intent to resignation to have the intermediary influence.
7.The different variable staff, the compensation justice, satisfaction in the motivation, the job satisfaction to intent to resignation to have the significance influence.
目次 Table of Contents
第一章 緒論
第一節 研究動機…………………………………………………………………………………… 1
第二節 研究目的…………………………………………………………………………………… 2
第三節 研究流程…………………………………………………………………………………… 3

第二章 文獻探討
第一節 勞工退休金制度…………………………………………………………………………… 5
第二節 薪資公平認知………………………………………………………………………………12
第三節 激勵制度……………………………………………………………………………………29
第四節 工作滿足……………………………………………………………………………………37
第五節 離職傾向……………………………………………………………………………………43

第三章 研究方法
第一節 研究架構……………………………………………………………………………………47
第二節 研究假設……………………………………………………………………………………48
第三節 研究設計變項之定義及衡量………………………………………………………………49
第四節 研究對象與抽樣方法………………………………………………………………………51
第五節 資料分析方法………………………………………………………………………………51

第四章 研究結果與分析
第一節 樣本分析 ……………………………………………………………………………………53
第二節 各研究構面因素分析 ………………………………………………………………………56
第三節 信度分析 ……………………………………………………………………………………60
第四節 描述性分析 …………………………………………………………………………………61
第五節 相關分析 ……………………………………………………………………………………66
第六節 t檢定與單因子變異數分析 ……………………………………………………………… 69
第七節 個人變項、薪資公平認知、激勵制度滿意對離職傾向之影響力解釋 …………………84
第八節 工作滿足之中介變項對自變項與依變項影響力分析 ……………………………………88
第九節 研究假設檢定結論彙整 ……………………………………………………………………96

第五章 結論與建議
第一節 研究結果分析與討論 ………………………………………………………………………98
第二節 研究限制 ………………………………………………………………………………… 101
第三節 研究建議 ………………………………………………………………………………… 101

參考文獻 ……………………………………………………………………………………………105
附 錄 ……………………………………………………………………………………………115
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