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員工績效獎金考核之研究-以工程顧問公司之設計繪圖工作為例 = A Stu...

國立高雄大學國際高階經營管理碩士在職專班(IEMBA)

員工績效獎金考核之研究-以工程顧問公司之設計繪圖工作為例 = A Study of Employee Performance Bonuses for Design and Drawing Jobs in Engineering Consultant Companies

紀錄類型:	書目-語言資料,印刷品 : 單行本
並列題名:	A Study of Employee Performance Bonuses for Design and Drawing Jobs in Engineering Consultant Companies
作者:	陳茂盛,
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:	2013[民102]
面頁冊數:	98面圖，表格 : 30公分;
標題:	績效獎金
標題:	Drawing technicians of Engineering Consultant Co
電子資源:	http://handle.ncl.edu.tw/11296/ndltd/96289095298974036896
附註:	參考書目：面77-81
附註:	102年10月31日公開
摘要註:	如何提高企業員工之工作績效，進而提升企業的生產力，促使達成經營的目標，是人力資源管理的最終目的。因此如何藉由員工績效獎金制度考核之建立，來提昇企業的效率及效能，是企業最為重要的課題之一。而工程顧問公司之設計繪圖人員是完全依靠生產圖數及品質來換取報酬，因此其工作績效就顯得無比重要。　　績效獎金考核制度是薪資管理的一環，其制度訂定是否合理又與員工之工作績效息息相關，因此本項研究就以高雄地區六家工程技術顧問公司之設計繪圖工作者為實證研究對象，發放問卷共計180份，其中有效問卷計159份，經由SPSS15.0統計軟體進行統計分析，目的在探討從事於該工作之員工對於各項激勵因子與績效獎金間各項因果關係；故參考過往文獻資料進行問卷調查設計方式，以人口統計變項（包括性別、年齡、學歷、婚姻、科系、年資、職務、收入等）與激勵因子（專業技能、溝通協調、主動積極、管理服從、客戶服務）及績效獎金（希望實施、期望提撥率）作交叉比對分析，藉此了解彼此間之激勵因子關係，期能幫助業界制定有效之激勵制度。研究結果得到下列結論：　　結果發現，企業本身是否已實施績效獎金制度，與希望企業是否實施績效獎金制度及希望企業實施績效獎金制度提撥率等三者之間，並不存在有顯著性關係；而希望實施績效獎金提撥率之範圍在於平均薪資之30％為最適當之期望值。 The overall objective of human resource management is to improve employee job performance, raise business productivity and thus ensure the business is able to achieve success. To investigate employee performance bonus system is especially important for engineering consultant companies because bonuses are mainly paid by the number and quality of drawings. A fair employee performance bonus system, which is also a part of payroll management, can affect employee performance. This study aims to investigate the employee performance bonus system for drawing technicians of six engineering consultant companies in Kaohsiung. A survey is conducted using 180 questionnaires and ending up with 159 valid responses. They are then analyzed using SPSS15.0 statistical software to explore the relationships among employees, various motivation factors and employee performance bonuses. With an attempt to find their connections and to establish an effective incentive system for businesses, we crossly examine and analyze three kinds of variables, including demographical statistics (including gender, age, education, marrital status, major, seniority, job position and income), motivation factors (professional skills, communication skills, activeness and enthusiasm, compliance and customer service) and employee performance bonuses (expectation towards the bonus system and bonus-income ratio). Empirical findings indicate that there is no significant correlation among whether businesses already have employee performance bonus system, the expectation towards bonus system, and bonus-income ratio. In other words, most of surveyed drawing technicians favored an employee performance bonus system. The most preferential bonus-income ratio is about 16%-30%.

員工績效獎金考核之研究-以工程顧問公司之設計繪圖工作為例 = A Study of Employee Performance Bonuses for Design and Drawing Jobs in Engineering Consultant Companies
陳, 茂盛

員工績效獎金考核之研究-以工程顧問公司之設計繪圖工作為例 = A Study of Employee Performance Bonuses for Design and Drawing Jobs in Engineering Consultant Companies / 陳茂盛撰 - [高雄市] : 撰者, 2013[民102]. - 98面 ; 圖，表格 ; 30公分.
參考書目：面77-81102年10月31日公開.
績效獎金Drawing technicians of Engineering Consultant Co

員工績效獎金考核之研究-以工程顧問公司之設計繪圖工作為例 = A Study of Employee Performance Bonuses for Design and Drawing Jobs in Engineering Consultant Companies
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