专注论文查重修改6年+经验

报酬正义对员工工作行为之影响-以科技业工程师为例

【中文摘要】:近年来,国内以科技业与服务业为主要导向产业,国际市场竞争激烈,企业为延揽高科技优秀人才与留才祭出多元奖金福利政策,企业如何藉由奖金制度,提高员工之生产力,以达绩效目标,本研究主要探讨企业报酬正义是否影响员工
工作行为。
本研究以科技业工程师为研究对象,探讨报酬正义与员工工作行为之关係,本研究以报酬程序正义与报酬分配正义为自变项,其中工作行为以角色绩效与工作寻找行为为依变项,检验报酬正义是否影响角色绩效与工作寻找行为,以作为企业决策管理之参考。
本研究採取问卷调查法,为避免共同方法变异问题,将问卷分为主管适用问卷与工程师适用问卷,问卷进行配对处理,问卷蒐集来自34家科技业组织,发出151问卷,回收129份问卷,其中有效问卷123份,以阶层迴归分析验证各项假设,研究结果显示:
1.员工知觉报酬程序之公平与角色绩效之间无显着关係
2.员工知觉报酬分配之公平与角色绩效之间无显着关係
3.员工知觉报酬程序之公平与工作寻找行为之间无显着关係
4.员工知觉报酬分配之公平与工作寻找行为之间呈现负向关係
【英文摘要】:This study aimed to investigate reward justice and its impact upon role performance and Job search behavior from the Technology Engineers.
This research has adopted questionnaire for investigation. Technology industry is the target in this research.The questionnaires were formally issued from January to April 2014. A random sample consisting of 123 Engineers,the effective sample rate of 81.46% . SPSS statistical software was used to analyze the data in descriptive statistics analysis, reliability analysis, correlation analysis and regression analysis during research.
The results of the analysis show:
1.Reward procedural justice in tech industry don’t have significant relationship between
in-role behavior、OCB-individual and OCB-organization .
2.Reward distributive justice in tech industry don’t have significant relationship
between in-role behavior,OCB-individual and OCB-organization.
3.Reward procedural justice in tech industry has no significant influence on job search
behavior.
4.Reward distributive justice has significant influence on the job search behavior.
【参考文献】:

  • 中文部分
  • 丁志达,2007,薪酬管理,初版二刷。新北市:台北扬智文化事业股份有限公司。
  • 李维蔓、詹岱伦(2009)。SPSS统计分析与专题应用。台北市:学贯行销。
  • 林淑姬,1991,薪酬公平、程序公正与组织承诺、组织公民行为关係之研究,国立政治大学企业管理研究所博士论文。
  • 侯琬蓉,2008,薪酬满意度与薪资公平对工程师工作态度之影响。国立中山大学人力资源管理研究所硕士论文。
  • 胡孝忠,2002,半导体业分红入股制度与员工行为关係的研究。国立交通大学经营管理研究所硕士论文。
  • 秦嘉谦,2010,绩效薪酬与业务人员绩效之关係:以房屋仲介业务人员为例。国立中山大学人力资源管理研究所硕士论文。
  • 高明彦,2007,组织正义知觉对员工工作态度的影响-以在台外商公司为例。国立中山大学人力资源管理研究所硕士论文。
  • 张家菁,2010,领导者-部属之交换关係与组织正义对员工行为之研究:以矫正机关之戒护人员为例。国立中山大学人力资源管理研究所硕士论文。
  • 张国铭,2003,薪资制度、组织气候对工作绩效影响之研究-以传统纺织企业为例。国立中山大学人力资源管理研究所硕士在职专班论文。
  • 许光纯,2010,组织正义、组织信任、组织公民行为对知識分享之影响探讨。国立成功大学硕士在职专班论文。
  • 谢孟蓉,2012,高绩效人力资源实务、员工幸福感及员工态度与行为之关係。国
  • 立中山大学人力资源管理研究所硕士论文。
  • 许静芝,2012,工作生活整合政策、主管支持行为对员工幸福感及工作寻找行为之关係。国立中山大学人力资源管理研究所硕士论文。
  • 陈郁中,2010,组织公平、组织认同与角色外行为关係之研究。国立台湾海洋大学航运管理学系硕士学位論文。
  • 黄超吾,2003,薪酬设计公平对员工态度之探讨。国立中山大学人力资源管理研究所硕士论文。
  • 黄新坡,2009,企业声望对工作态度与行为之影响。国立中山大学人力资源管理研究所硕士论文。
  • 廖文华,2007,台湾理工与商管学院学生寻职行为之研究。国立中央大学人力资源管理研究所。
  • 廖启义,2012,领导者与成员交换关係对角色绩效的影响-与更上层主管交换关係及领导者组织典範性之调节效果。国立中山大学人力资源管理研究所硕士论文。
  • 远见杂誌,2014,「加薪,老闆没说的秘密」。334, 14-16。
  • 英文部分
  • Adams, J. S. (1963). Toward an understanding of inequity. Journal of Abnormal
  • Psychology, 67, 422-436.
  • Adams, J. S. (1965). Inequity in social exchange. Advances in Experimental Social
  • Psychology, 2(4), 267–299.
  • Barber, A .E., Daly, C. L., Ginnantonio, C. M., & Phillips, J. M. (1994). “Job search
  • activities: an examination of changes over time”,Personnel Psychology, 47(4),
  • 739-766.
  • Blau, G. (1993). Further exploring the relationship between job search and voluntary
  • individual turnover, personnel Psychology. Human Resource Administration
  • Department Temple University , 46, 313-329.
  • Blau, P. M. (1964).Exchange and Power in Social Life. New York:Wiley.
  • Alison, L., Booth., & Jeff Frank. (1999). Earnings, Productivity, and Performance-
  • Related Pay. Journal of Labor Economics, 17(3) , 447-463.
  • Bretz, R., Boudreau, J. W., & Judge, T.A. (1994). Job search behavior of employed
  • managers. Personnel Psychology, 47, 275-301.
  • Cropanzano, R., & Randall, M. L. (1993). Injustice and work behavior: A historical
  • review. In R. Cropanzano (Ed.), Justice in the workplace , 4-50. Hillsdale, NJ:
  • Erlbaum.
  • Folger, R., & Greenberg, j.(1985). “Procedural Justice:An Interpretive Analysis of Personnel Systems”, Research in Personnel and Human Resources Management, 3, 141-183.
  • Greenberg, J. (1987). A taxonomy of organizational justice theories. Academy of Management Review, 12(1), 9-22.
  • Greenberg, J. & McCarty, C. L. (1990). The interpersonal aspects of procedural justice: A new perspective on pay fairness, Labor Law Journal, 580-586.
  • Hollenbeck, J. R., Williams, C. L., & Klein, H. J. (1989). An empirical examination of the antecedents of commitment to difficult goals. Journal of Applied Psychology, 74, 18-23.
  • Homans, G. C. (1961). Social behavior: Its elementary forms. New York: Harcourt, Brace, & World.
  • Johnson, R. E., Selenta, C., & Lord, R. G. (2006). When organizational justice and the
  • self-concept meet: Consequences for the organization and its members.
  • Organizational Behavior and Human Decision Processes, 99(2), 175-201.
  • Kanfer, R., & Hulin, C. L. (1985). Individual differences in successful job searches following lay off. Personnel Psychology, 38, 835-848.
  • Katz, D. (1964). The Motivational Basis of Organizational Behavior. Behavioral
  • Science, 9, 131-146.
  • Katz, D., & Kahn, R. L. (1978). The Social Psychology of Organizations, 2nd ed., New York: John Wiley & Sons.
  • Lawler, E. E. (1972). Secrecy and the need to know. In H. Tosi, R. House, & M. D. Dunnette (Eds.), Managerial motivation and compensation ,455-476. East Lansing: Michigan State University Press.
  • Lawler, E. E., III, & Jenkins, G. D., Jr (1992). Strategic reward systems. In M. D. Dunnette & L. M. Hough (Eds.), Handbook of industrial and organizational psychology , 3, 2nd ed., 1009–1055. Palo Alto, CA: Consulting Psychologists Press.
  • Leventhal, G. S. (1980).What should be done with equity theory? New approaches to the study of fairness in social relationship. In K. Gergen, M. Greenberg, & R. Willis (Eds.), Social exchange: Advances in theory and research, New York: Plenum Press, 27–55.
  • Lind, E. A., & Earley, P. C. (1992). Procedural justice and culture. International Journal of Psychology, 27, 227-242.
  • McCall, J. J. (1965). The economics of information and optimal stopping rules Economic Inquiry, 14(3), 347-368.
  • Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62,
  • 237-240.
  • Niehoff, B. P., & Moorman, R. H. (1993). “Justice as a mediator of the relationship between methods of monitoring and organizational citizenship behavior”, Academy of Management Journal, 36, 527-556.
  • Organ, D. W. (1988). Organizational citizenship behavior: The good soldier
  • syndrome. Lexington, MA: Lexington Books.
  • Prendergast, C. (1999). “The Provision of Incentives in Firms”, Journal of Economic Literature, 37(1), 7-63.
  • Ramaswami, S. N., & Singh, J. (2003). Antecedents and consequences of merit pay fairness for industrial salespeople. Journal of Marketing, 67, 46-66.
  • Robbins, T. W. (1978). The acquisition of responding with conditioned reinforcement: effects of pipradrol, methylphenidate, d-amphetamine, and nomifensine. Psychopharmacology (Berl), 58, 79–87.
  • Robbins, S. P. (1992).Organizational Behaviour,. Prentice Hall Inc. (6th ed.).
  • Schwab, D.P., Rynes, S. L., & Aldag R. J. (1987). Theories and research on job search and choice. In K. M. Rowland and G. R. Ferris (Eds.), Research in Personnel and Human Resources Management , 5, 129-166. Greenwich,CT: JAI Press.
  • Steffy, B. D., Shaw, K. N., & Noe, A. W. (1989). “Antecedents and consequences of job search behaviors”, Journal of Vocational Behavior, 35, 254-269.
  • Sweeney, P. D., & McFarlin, D. B. (1993). Workers’ evaluations of the “ends and the “means”: An examination of four models of distributive and procedural justice. Organizational Behavior and Human Decision Processes, 55, 23-40.
  • Thibaut, J., & Walker, L. (1975). Procedural justice. Hillsdale, NJ: Lawrence Erlbaum.
  • Thibaut, J., & Walker, L. (1976), A Theory of Procedure, California Law Review, 66, 541-566.
  • Vroom, V. H. (1964). Work and motivation. Wiley New York.
  • Williams, L. J., & Anderson, S. E. (1991). Job satisfaction and organizational commitment as redictors of organizational citizenship and in-role behaviors. Journal of Management, 17(3), 601-617.
  • Wendy R. Boswell, Ryan D. Zimmerman, & Brian W. Swider. (2012). Employee Job Search Toward an Understanding of Search Context and Search Objectives, Journal of Management, 38, 1129-163.
  • W. L. Njanja, R. N. Maina, L. K. Kibet , & Kageni Njagi. (2013). Effect of Reward on Employee Performance: A Case of Kenya Power, International Journal of Business and Management, 8(21).
  • 来源:中山大学;作者:何雅云
    文懂论文-重复率修改第一品牌,http://www.szwox.com解决论文查重论文降重复,重复率高等各种论文难题的专家

    最新文章

    • 什么是学术不端行为
      什么是学术不端行为
      什么是学术不端行为 1992 年,由美国国家科学院、国家工程院和国家医学研究院组成的 22 位...
    • 论文降重复服务 1. 本网站及服务 szwox.com提供哪些服务? szwox.com是一个...

    联络我们

    QQ: 767326772
    文懂论文
    网站:http://www.szwox.com/
    E-mail: turuinit@foxmail.com

    我们的服务

    我们提供毕业论文、期刊论文、硕士论文、博士论文、会议论文格式排版,论文查重,重复率修改等服务。强大论文查重系统,一手老师资源,首创安全保密查重修改流程。充分保障客户论文查重安全以及修改后的品质,赢得了老师和同学们的信任和口碑。