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博碩士論文 etd-0727113-165907 詳細資訊
Title page for etd-0727113-165907
論文名稱
Title
員工薪酬滿意度與離職傾向的關係研究--以中國地區為調查對象
The Study on The Relationship of Compensation and Turnover Intention --The Case of China Employees
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
77
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
2013-06-20
繳交日期
Date of Submission
2013-08-27
關鍵字
Keywords
分配公平、互動公平、程序公平、薪酬滿意度、離職傾向
Interactional Justice, Compensation Satisfaction, Distributive Justice, Procedural Justice
統計
Statistics
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中文摘要
中文摘要
本研究主要以中國地區本地員工為調查對象,分別從薪酬的分配公平滿意度,薪酬程序公平滿意度及薪酬互動公平滿意度三個角度探討對離職傾向的關係,即從不同的構面來研究員工的薪酬滿意度與離職傾向之間的關係,並以人口統計變項中的性別、年齡、婚姻狀況、工作年資及學歷、行業別六個項目做為背景參數,分別分析其對薪酬分配公平、程序公平及互動公平滿意度與離職傾向的影響及差異程度。
本研究採問卷調查方式,以描述性統計分析、信效度分析、相關分析及迴歸分析、變異數分析等統計方法進行驗證,研究結果摘述如下:
1. 薪酬滿意度中三個測量構面包括: 薪酬分配公平滿意度、薪酬程序公平滿意度 及薪酬互動公平滿意度三者與離職傾向均呈顯著的負相關,表示薪酬滿意度愈高,員工離職傾向愈低;其中薪酬分配公平滿意度的影響程度高於薪酬程序公平滿意度與薪酬互動公平滿意度。
2. 不同年齡層的員工對薪酬分配公平滿意度有顯著的差異。
3. 教育程度不同的員工對薪酬程序公平滿意度有顯著的差異。
本研究之結果目的是提供中國地區企業管理者一些有效的參考依據,在薪酬設計決策時除了考量組織內外部的薪資水準,也應重視決策過程中員工的意見、參與和發言權,管理者與員工的溝通與互動,才能針對不同類型的員工,考量不同的需求以進行適當公平的薪酬管理,降低員工離職率,維持企業內部人力的穩定,發揮員工的績效,以達以人為本的雙贏局面。
Abstract
This study aims to investigate the employees in China and analyze the relationship between the turnover intention and the compensation satisfaction by three dimensions: distributive justice, procedural justice and interactional justice. From the different constructs, the study looks into the relationship between employee compensation satisfaction and turnover intention, using six items from the demographic statistical variables, including gender, age, marital status, work seniority, education, and occupation, as the background parameters. Such variables are used to analyze the impact and differentiation of the distributive justice, procedural justice and interactional justice of compensation satisfaction and the turnover intention.
This study adopts questionnaire survey and verifies through the use of descriptive statistics analysis, validity analysis, correlation analysis, regression analysis, and ANOVA analysis. This study results are summarized in the follows:
1. The three constructs used for measuring compensation satisfaction include: distributive justice satisfaction, procedural justice satisfaction and interactional justice satisfaction; whereas the negative correlation with turnover intention suggests that higher compensation satisfaction leads to lower turnover intention. In particular, the impact of the compensation distributive justice satisfaction is higher than compensation procedural justice satisfaction and compensation interactional justice satisfaction.
2. There is a significant difference between employees of different ages to the compensation distributive justice satisfaction.
3. There is a significant difference between employees with different education to the compensation procedural justice satisfaction.
The purpose of the study results is to provide some valid data as reference for the business managers in China. The design of compensation system should take into consideration of compensation standards inside and outside of the organization as well as the opinions, participation and freedom of speech of employees during the decision-making process. The communication and interaction between the managers and employees needs to take into account of the different types of employees, in order to carry out proper and fair compensation management, lower employee turnover, stabilize human resource within the organization, boost employee performance, and thereby to build a people-oriented win-win situation.

Keywords: Compensation Satisfaction, Distributive Justice, Procedural Justice, Interactional Justice.
目次 Table of Contents
目 錄
論文審定書 i
致 謝 ii
中文摘要 iii
Abstract iv
目 錄 vi
圖目錄 viii
表目錄 ix
第一章 緒論 1
第一節 研究背景及動機 1
第二節 研究目的 3
第二章 文獻探討 5
第一節 薪酬的定義與分類 5
第二節 薪酬滿意度的研究 9
第三節 薪酬公平理論的研究 10
第三章 研究方法 19
第一節 研究架構 19
第二節 研究假設 20
第三節 研究變項操作性定義與衡量工具 21
第四節 研究對象與資料收集 25
第五節 資料分析方法 28
第六節 因素分析及信度、效度之檢定 30
第四章 資料分析與研究結果 37
第一節 敘述性統計分析 37
第二節 相關分析 41
第三節 變異數分析 43
第四節 迴歸分析 49
第五章 結論與建議 53
第一節 研究結果與討論 53
第二節 管理意涵 55
第三節 研究限制與未來研究的建議 57
參考文獻 59
附錄(問卷) 64
參考文獻 References
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