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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/63614

    Title: 員工對非財務激勵報酬之偏好分析;Employee's Non-Financial Reward Preference
    Authors: 劉小茜;LIU,HSIAO-CHIEN
    Contributors: 企業管理學系碩士在職專班
    Keywords: 偏好;聯合分析;非財務激勵報酬;Conjoint Analysis;Non-Financial Reward;Preference
    Date: 2008-01-15
    Issue Date: 2014-05-08 15:13:28 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 本研究係分析探討員工對非財務激勵報酬的偏好,以提供作為組織於設計非財務激勵報酬時的參考,研究方法採用經常應用於新產品或服務設計時了解消費者偏好的聯合分析法,組織激勵方案的設計中目前尚未有人應用聯合分析法探討員工之偏好,因此本研究係聯合分析法的一新種應用。
    ;This research is analyzed and conferred on the employee preference of non-financial reward, and provides the blueprint of financial reward to the organizations. The analytical method introduces the application of new products or services by the conjoint method of consumer preference. None of people have used the conjoint method to confer the financial reward on the employee preference in the organization, so this research will regard as a new application with the conjoint method.
    According to the research of questionnaire and documents from other researches, there are six non-financial reward factors, such as the self-satisfy or self-actualization of employees, the good working environment and nice relationship between co-workers, the identification for the employees, the reward for the well-done employees, additional retire annuity and insurance plan, and the self-development of employees. Moreover, the result of questionnaire can contain more than two of these kinds of factors will suitable to support this research analysis.
    There are total 140 samples of formal questionnaire, and after deleting the invalid samples, the valid samples will remain 122. Therefore, according to the result of statistic of questionnaire, we obtain the preference structure of the non-financial reward by the conjoint method. The factors of the reward for the well-done employees, the good working environment and nice relationship between co-workers, the self-development of employees and the identification for the employees will be more valuable, on the other hand, the self-satisfy or self-actualization of employees and additional retire annuity and insurance plan will be invaluable in this research. Also, this research find out that the variation causes on the gender, age, relationship, salary, positions, education and career will affect the range of the top four valuable factors.
    Appears in Collections:[企業管理學系碩士在職專班] 博碩士論文

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