心理資本、薪資水準與工作努力程度關係之研究：以某跨國企業為例; The Relationship Between Psychological Capital, Wages, and Work Effort: A Study On A Multi-national Enterprise

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题名:	心理資本、薪資水準與工作努力程度關係之研究：以某跨國企業為例;The Relationship Between Psychological Capital, Wages, and Work Effort: A Study On A Multi-national Enterprise
作者:	鐘心淇;Hsin-chi Chung
贡献者:	經濟學研究所
关键词:	心理資本;薪資水準;努力程度;the psychological capita;work effort;wages
日期:	2007-06-29
上传时间:	2009-09-22 15:11:02 (UTC+8)
出版者:	國立中央大學圖書館
摘要:	長久以來，經濟學家認為心理資本無法直接觀察。因此，很少文獻探討心理資本、薪資與員工工作投入之關係。本文主要以個別企業角度出發，檢視究竟是心理資本還是金錢誘因促使員工努力工作？研究對象為一家生產閥門之跨國企業，以該公司之績效考核表、員工履歷表、人事與薪資資料做為主要研究的資料庫。本研究採用聯立方程式先估計在不考慮心理資本下，判斷效率工資之存在性。再進一步，加入心理資本，檢視心理資本對於該企業之重要性，及其加入對效率工資之影響。實証結果發現，效率工資理論在該企業僅部分成立。若將兩地工廠分討論，則台灣廠無法支持效率工資理論，而大陸廠僅部分支持效率工資理論。因此，在大陸地區，若給付之薪資多於員工所預期時，員工確實會傾向付出較多的努力。將心理資本加入模型後，吾人發現心理資本對於員工表現的影響為正且顯著的，但此效果會削弱效率工資對於員工表現的影響。換言之，該企業中，不僅效率工資能提高員工生產力，心理資本與企業文化之配適程度也占有重要地位。 Traditionally, economists consider the psychological capital as an unmeasured capital. Accordingly, few have focused on the possible relationship emerged between psychological capital, wages and work effort. The main goal of this paper is to investigate the above relationship. By doing so, it aims to understand factors that could induce an employee’s work effort. We use the performance appraisal form, the job application form, personnel files and the wage rate data of a multi-national enterprise for the empirical study, which includes samples from a China factory and a Taiwan factory. Without taking the psychological capital into account, we first employ a two-equation simultaneous model to describe the relationship between wages and work effort under the consideration of the efficiency wages. We then include the psychological capital to the simultaneous system to examine its impact on wage determination and work effort. As such, the omitted variable problem can be solved to guarantee the consistent estimation result. Empirically, it is found that the efficiency wage theory is partly supported in this case. A further study by separating Taiwanese and Chinese samples reveals that the prediction of the efficiency wage theory is not supported by Taiwanese data, but is partly supported by the Chinese data. Therefore, by offering a wage rate higher than a worker’s expectation could extract a higher effort from a Chinese worker. Second, psychological capital is found to be significantly positive correlated with workers’ performance. However, the inclusion of the psychological capital in the model would decline the impact of the efficiency wage on a worker’s performance. Hence, we concluded that not only the efficiency wage but also the psychological capital are crucial in enhancing a worker’s productivity. In other words, in the viewpoint of the employer of this specific corporation, to hire a worker of good psychological capital matching with the corporation’s culture is an important human resource practice.
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