博碩士論文 etd-0820108-165821 詳細資訊


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姓名 侯琬蓉(Wan-Jung Hou) 電子郵件信箱 E-mail 資料不公開
畢業系所 人力資源管理研究所(Institute of Human Resource Management)
畢業學位 碩士(Master) 畢業時期 96學年第2學期
論文名稱(中) 薪酬滿意度與薪資公平對工程師工作態度之影響
論文名稱(英) The effect of pay satisfaction and pay equity on the engineer work attitude
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    摘要(中)   本研究針對工程師探討「薪酬滿意度」和「薪資公平」對其工作態度的影響,並藉此找出會影響工程師工作態度的原因,探討薪酬滿意度和薪資公平對工程師組織承諾、工作滿意度、離職傾向的關係,並探討其顯著性與否。
    研究結果如下:
    一、 薪酬滿意度對工程師工作態度的影響
    1. 薪酬滿意度中福利構面,對工程師的持續性承諾有顯著性正相關影響。
    2. 薪酬滿意度中薪資結構與管理和福利構面,對工程師的工作滿意度有顯著性正相關的影響。
    3. 薪酬滿意度中薪資結構與管理和福利構面,對工程師的離職傾向有顯著性負相關的影響。
    二、 薪資公平對工程師工作態度的影響
    1. 薪資程序公平中溝通構面,對工程師的組織承諾有顯著性正相關影響。
    2. 薪資分配公平中外部公平與內部公平構面,對工程師的工作滿意度有顯著性正相關的影響。
    3. 薪資分配公平中外部公平與個人公平構面,對工程師的離職傾向有顯著性負相關的影響。
    摘要(英)   The main purpose of this research is to understand what factors will affect the engineer work attitude. I focus on the issue of engineer’s organizational commitment, job satisfaction, and turnover intention with pay satisfaction and pay equity. Through this research we can know below results:
    I. Engineer’s pay satisfaction affects his work attitude.
    1. There is a significant positive relation between the benefit of pay satisfaction and the continual organizational commitment.
    2. There is a significant positive relation at the pay structure and administration and the benefit and job satisfaction.
    3. There is a significant negative relation at the pay structure and administration and the benefit and turnover intention.
    II. Engineer’s pay equity affects his work attitude.
    1. There is a significant positive relation between the communication of pay procedure equity and the organizational commitment.
    2. There is a significant positive relation at the external and internal distributive equity and job satisfaction.
    3. There is a significant negative relation at the external and individual distributive equity and turnover intention.
    關鍵字(中)
  • 組織承諾
  • 薪酬滿意度
  • 薪資公平
  • 工作滿意度
  • 離職傾向
  • 關鍵字(英)
  • job satisfaction
  • turnover intention
  • pay satisfaction
  • organizational commitment
  • pay equity
  • 論文目次 目錄
    第一章 緒論 1
    第一節 研究動機 1
    第二節 研究目的 2
    第二章 文獻探討 3
    第一節 薪酬 3
    第二節 薪酬滿意度 8
    第三節 薪資公平 15
    第四節 員工工作態度                         18
    第三章 研究方法 24
    第一節 研究架構 24
    第二節 研究樣本 24
    第三節 資料分析 34
    第四章 結果分析 36
    第一節 各變數間相關 36
    第二節 薪酬滿意度對員工工作態度的影響 41
    第三節 薪酬公平對員工工作態度的影響 44
    第四節 本研究假設結果驗證                      50
    第五章 討論與建議 51
    第一節 薪酬公平對公程師工作態度的影響效果 51
    第二節 薪資公平對工程師工作態度的影響效果 51
    第三節 研究限制與建議 53
    參考文獻 54
    附錄一 問卷使用量表 58
    附錄二 本研究人資部門問卷                      61
    參考文獻 參考文獻
    一、英文部分
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    二、中文部分
    江婷婷,(2003),研發工程師之金錢倫理觀、工作道德觀、工作狂、完美主義與工作績效關係研究,國立中山大學人力資源管理研究所碩士論文
    呂孟洲,(2003),薪酬制度正義知覺對離職傾向影響歷程之研究,真理大學管理科學研究所碩士論文
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    黃英忠,(2006),人力資源管理
    黃超吾,(2003),薪酬設計公平對員工態度之探討,國立中山大學人力資源管理研究所碩士論文
    張峯銘,(2002),薪資制度、組織承諾與工作績效關係之研究-以鍋爐製造業為例,國立中山大學人力資源管理研究所碩士在職專班論文
    廖芳偉,(2002),金錢倫理觀、完美主義與專業承諾、組織承諾之關係研究,國立中山大學人力資源管理研究所碩士論文
    口試委員
  • 陳以亨 - 召集委員
  • 黃良志 - 委員
  • 任金剛 - 指導教授
  • 口試日期 2008-07-31 繳交日期 2008-08-20

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