員工福利措施重要性與滿意度之關連性-以某高科技公司為例; A study of relation between employees’ perceived importance of and satisfaction with various benefits provided by the target organization.

NCUIR > School of Management at National Central University > Executive Master of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/10825

Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/10825

Title:	員工福利措施重要性與滿意度之關連性-以某高科技公司為例;A study of relation between employees’ perceived importance of and satisfaction with various benefits provided by the target organization.
Authors:	馮為騰;Wei-Teng Feng
Contributors:	人力資源管理研究所碩士在職專班
Keywords:	員工福利;employee welfare
Date:	2008-07-02
Issue Date:	2009-09-22 14:07:42 (UTC+8)
Publisher:	國立中央大學圖書館
Abstract:	面對全球化競爭與產業環境的劇烈變動，多數的企業逐漸體悟到過去以提高薪資來吸引和留住人才的方式已逐漸失去激勵的效果，合理的福利才能有效吸引、激勵及留住人才。因此，越來越多的企業開始重視員工福利措施的提供，甚至在人才招募時，福利措施也成為求職者衡量工作的整體薪酬指標之一。隨著知識經濟的來臨，員工自主性、選擇性意識提高，企業也開始對不同族群員工量身訂做不同的福利活動，以滿足不同員工的需求。於是，本研究欲探討個案公司員工對於現行的福利措施之重要性感受與滿意度，找出最適合個案公司的福利項目，同時進行福利措施的盤點，以期望個案公司之福利措施能夠達到最大的效益。本研究發現： 1.員工在福利措施重要性感受與滿意度上有差距。 2.不同性別、年齡、婚姻狀況、子女狀況、年資、與職位位階之員工在福利措施之重要性知覺上有差異。 3.不同年齡、子女、年資、與工作職系之員工在福利措施之滿意度知覺上有差異。針對個案公司之福利措施重要性與滿意度分析，將福利措施歸納為「供需平衡組」、「供不應求組」、「供過於求組」、與「資源浪費組」等四組，以作為個案公司對現行的福利措施進行盤點之參考依據。 The present study aimed to investigate employees’ perceived importance of and satisfaction with various benefits provided by the target organization. The main purpose was to find out the optimal benefit items for the organization, and hopefully this stock-taking exercise would bring about the maximum efficacy for the organization’s benefit policy. We found that: 1.There were discrepancies between employees’ perceived importance of and satisfaction with various benefits provided. 2.There were differences in employees’ perceived importance of various benefits provided, among people of different sexes, age cohorts, marital statuses, seniority, managerial positions, and people with or without children. 3.There were differences in employees’ satisfaction with various benefits provided, among people of different age cohorts, seniority, managerial positions, functional departments, and people with or without children. Basing upon the analyses combining employees’ perceived importance of and satisfaction with various benefits provided, we identified four categories of benefits: need-supply balanced group, over-supplied group, under-supplied group, and resource wasted group. Hopefully, these results would serve to re-direct the policy planning.
Appears in Collections:	[Executive Master of Human Resource Management] Electronic Thesis & Dissertation

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