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非營利組織薪資制度之可行性分析－以C社會福利事業基金會為例 = The ...

國立高雄大學高階經營管理碩士在職專班(EMBA)

非營利組織薪資制度之可行性分析－以C社會福利事業基金會為例 = The Feasibility Study on the Pay System for Non-Profit Organization (NPO): The C Social and Welfare Services Foundation

紀錄類型:	書目-語言資料,印刷品 : 單行本
並列題名:	The Feasibility Study on the Pay System for Non-Profit Organization (NPO): The C Social and Welfare Services Foundation
作者:	曾琦糸,
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100
面頁冊數:	89葉圖，表格 : 30公分;
標題:	管理電腦化
標題:	Management computerization
電子資源:	http://handle.ncl.edu.tw/11296/ndltd/49769442696255130663
附註:	參考書目：葉70-77
摘要註:	薪資管理是企業經營必須面對的重要問題，但如何才能設計出良好的薪資方案，卻是相當複雜而困難的工作。薪資不單是企業為獲得勞務所支付給員工的代價而已，薪資更具有誘導員工順從與激勵員工行為的多種功能。因此，組織在設計薪資時也必須同時考慮許多影響層面。本研究是以非營利組織C社會福利事業基金會為例，評估薪資制度的可行性分析，本研究採取薪資設計四要素模式為分析架構，針對C社會福利事業基金會進行問卷調查，探討個案薪資設計現況及其成效。在研究結果分析可歸納為下列四項： (1)統計資料顯示，多數員工普遍認為基金會在擬訂薪資時，分別都已將保健、職務、績效以及技能等四項薪資設計要素納入考慮，顯示薪資設計四要素模式所歸納的四項要素，確是薪資設計時不可缺少的重要因素。(2)在薪資設計四要素中，以職務要素的得分最高、保健要素的得分居次、績效要素的得分第三、技能要素的得分殿後。顯示職務基準性薪資受到的重視程度最高，而技能基準性薪資的重視程度最低。(3)各項薪資設計要素的重視程度愈高，薪資滿足感、工作投入也就更高。(4)保健基準性和職務要素薪資的重視程度愈高，勞資關係氣氛會愈好；而職務要素薪資的相對比重愈高，流動率與缺席率會愈低，勞資關係氣氛也會愈好。由以上可顯示薪資設計對於部份組織績效項目，亦具有相當程度之關聯性。 The pay system is one of the most important polices for an organization. How to design an adequate pay system is quite an important, but complex task. The payment is not just to give feedback to the employees who provide labor, but a function to stimulate and manage their behavior to reach the ultimate goal. Therefore, an organization has to consider multiple facets while designing a pay system. The thesis conducts a case study that analyzes the feasibility of pay system for a non-profit organization (C case organization). The study adopts the four-factor model as the analysis base. Research findings indicate that (1) the case organization also uses the four-factor model as the main concept while designing the pay system, (2) the position factor obtains the highest score, health factor is the second, performance factor is the next, and final factor is the technique factor. This implies that a non-profit organization should follow the importance order in their pay system, because doing this will enhance pay satisfaction, and in consequence enhance their job involvement, and (3) the more attention to the position factor and health factor will reduce the turnover rate and the absence, and labor relations can be improved.

非營利組織薪資制度之可行性分析－以C社會福利事業基金會為例 = The Feasibility Study on the Pay System for Non-Profit Organization (NPO): The C Social and Welfare Services Foundation
曾, 琦糸

非營利組織薪資制度之可行性分析－以C社會福利事業基金會為例 = The Feasibility Study on the Pay System for Non-Profit Organization (NPO): The C Social and Welfare Services Foundation / 曾琦糸撰 - [高雄市] : 撰者, 民100. - 89葉 ; 圖，表格 ; 30公分.
參考書目：葉70-77.
管理電腦化Management computerization

非營利組織薪資制度之可行性分析－以C社會福利事業基金會為例 = The Feasibility Study on the Pay System for Non-Profit Organization (NPO): The C Social and Welfare Services Foundation
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