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水電修繕業導入績效獎金制度之研究─以T公司為例 = A Study of...

國立高雄大學高階經營管理碩士在職專班(EMBA)

水電修繕業導入績效獎金制度之研究─以T公司為例 = A Study of the Impact of Performance-Based Reward System on Employee Satisfaction and Turnover Intention：The Case of T Water and Electricity Company

紀錄類型:	書目-語言資料,印刷品 : 單行本
並列題名:	A Study of the Impact of Performance-Based Reward System on Employee Satisfaction and Turnover Intention：The Case of T Water and Electricity Company
作者:	柯昭賢,
其他團體作者:	國立高雄大學
出版地:	[高雄市]
出版者:	撰者;
出版年:	民99[2010]
面頁冊數:	97面圖，表 : 30公分;
標題:	績效獎金制度
標題:	Performance-Based Reward System
電子資源:	http://handle.ncl.edu.tw/11296/ndltd/18859482370206061301
摘要註:	在現今激烈的水電修繕業市場競爭中，水電修繕業公司為滿足不同客戶的水電修繕需求，除了加強專業能力之外，應不斷自我要求以提昇服務品質，並進一步建立公司專業形象及市場口碑，進而提高客戶忠誠度。為提昇水電修繕服務的品質，導入並制定員工績效獎金制度，已視為公司營運上一項非常重要的管理決策。「努力」、「績效」與「薪酬」在激勵理論中認為者三者必須要連結，所連結形成的績效獎金制度可以有效的提高員工滿意與工作績效。針對水電修繕業，尤其是水電修繕人員績效獎金制度的認知程度對績效制度推動的影響和最後執行成果的落實，仍缺少相關實証研究的支持。本研究以水電修繕業T公司工務部門為研究對象，採用問卷調查方式來探討T公司工務部門現職及其近一年內離職的水電修繕人員，對於公司實施現行績效獎金制度認知程度對員工滿意及離職意願的影響。問卷共發出40份，全數回收並皆為有效問卷，將問卷資料進行因素分析、皮爾森相關係數分析、迴歸分析…等統計分析後，研究發現T公司工務部門：1.水電修繕人員「績效獎金制度的認知程度」愈高，其對於制度的滿意度也愈高。2.水電修繕人員「績效獎金制度的滿意度」愈高，其員工滿意度也愈高。3.水電修繕人員在公司實施現行的「績效獎金制度」的情形下，其對於「員工對制度的滿意度」愈高，其「離職意願」也愈低。 There is exacting and competitive in the market of the water and electricity industry. To reinforce the professional competence and improve the service quality after-sales are considerably important. Therefore, customer service has been become crucial in sustaining the market share for the water and electricity industry. Compensation policy is a key point in motivating the personnel of the water and electricity service to achieve quality satisfaction in management. According to the literature, performance and salary are the essential elements in setting the motivation policy. Previous studies indicated that performance-based reward system would enhance employee’s work attitude and performance. However, there are limit empirical research on the impact of the perception of performance-based reward system on “employee’s satisfaction of performance-based reward system”, “employee’s satisfaction”, and “employee’s turnover intention” about the water and electricity industry. This study aims at examining these issues at the water and electricity industry and has major focused on the t company in Taiwan, especially the water and electricity facility department. A questionnaire survey was conducted by census-taking to present employees and the workers who had been resigned in the past year. Among the 40 issued questionnaires, and returned completely and all questionnaires were valid. The analysis of data indicated three major conclusions as follows:1.The perception of performance-based reward system affect the employee’s satisfaction of performance-based reward system which then positively influence the job satisfaction; 2.More employees are satisfied with the reward system, the more commitment the employees will devote to. 3.Fewer employees will consider leaving the company as long as they are satisfied with the reward system.

水電修繕業導入績效獎金制度之研究─以T公司為例 = A Study of the Impact of Performance-Based Reward System on Employee Satisfaction and Turnover Intention：The Case of T Water and Electricity Company
柯, 昭賢

水電修繕業導入績效獎金制度之研究─以T公司為例 = A Study of the Impact of Performance-Based Reward System on Employee Satisfaction and Turnover Intention：The Case of T Water and Electricity Company / 柯昭賢撰 - [高雄市] : 撰者, 民99[2010]. - 97面 ; 圖，表 ; 30公分.
參考書目：面.
績效獎金制度Performance-Based Reward System

水電修繕業導入績效獎金制度之研究─以T公司為例 = A Study of the Impact of Performance-Based Reward System on Employee Satisfaction and Turnover Intention：The Case of T Water and Electricity Company
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