在近幾年來，企業逐漸了解員工於組織中的重要性，要提高競爭優勢，就必須擁有優秀的人力資源。因此如何適切的對待員工並了解員工的需求成為現今企業重要的議題。過去研究鮮少以員工的立場著墨員工價值主張，更無相關的員工價值主張(Employee Value Proposition, EVP)衡量標準。因此本研究借用在行銷界已穩定發展的顧客價值主張(Customer value proposition, CVP)觀點來釐清員工價值主張的概念，及運用內部行銷概念彙整出員工真正重視及在意的要素，發展出員工價值主張量表。
本研究採用問卷調查法收集資料，共計獲得有效樣本30家企業(原32家)，392位員工填寫之有效問卷並以階層線性模式(Hierarchical Linear Modeling, HLM)檢驗變數間之關係。結果顯示本研究所發展出的員工價值主張中的五個構面均呈現正相關
，員工價值主張對工作行為與態度有顯著正向影響。最後，本研究根據研究結果，分別針對研究之理論意涵、研究限制與後續值得研究之方向，提出建議以作為其他相關研究之參考。

In the recent years, the companies were getting to understand the importance of employees in the organization. In order to improve competitiveness, companies must have excellent human resources.
For companies , it is very important issue to know how to treat employees right and understand what the employees need. In the past , there are few studies researching the employee value proposition on the employees' side, furthermore, there are no standards available to measure the employee value proposition. Therefore , this study used the customer value proposition theoretical perspective in marketing field to explore employee value proposition and use the concept of internal marketing to sort out the real factors that employees care about and pay importance to. Thus, employee value proposition scale was developed.
This research employed the questionnaire survey to collect the data. We obtained an effective sample of thirty companies (Original thirty-two companies) with 392 employees. The Hierarchical Linear Modeling (HLM) was used to examine the relationships among the variables. The result of this study showed that the five factor of employee value proposition directly affects each other, employee value proposition has positive influential effect on work attitudes and behaviors. Finally, based on the findings above, the practical implications, research limitation and suggestions for future study are addressed.

論文審定書 i
致謝 ii
中文摘要 iii
英文摘要 iv
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 2
第三節 研究範圍 3
第四節 研究流程 3
第二章 文獻探討 5
第一節 員工價值 5
第二節 員工價值主張 7
第三節 員工價值的創造 12
第四節 員工價值主張的可能影響－工作滿足、組織承諾及離職傾向 14
第三章 研究方法與架構 22
第一節 研究架構 22
第二節 研究變項之操作型定義與衡量 24
第三節 資料蒐集方法及樣本特性分析 37
第四節 資料分析方法 41
第四章 研究結果分析與討論 44
第一節 集群分析 44
第二節 主要變數間之相關分析 49
第三節 員工價值主張對員工工作態度與行為的影響 50
第四節 員工價值主張類型對員工工作態度與行為之影響差異 64
第五章 結論與建議 66
第一節 研究結論 66
第二節 研究建議 67
第三節 研究限制 67
參考文獻 69
一、中文部份 69
二、英文部份 72
附錄 78
附錄一 問卷內容 78

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