| 摘要: | 中國大陸低廉的土地、勞工成本及市場之廣大，現今已成為世界各國投資的焦點，再加上由於語言相通、地緣相近之因素，因此台商赴大陸投資經營已成為一種新趨勢，此外在投資的產業中又以高科技產業為主，而在人力管理上兩岸地區職工因社會情況、經濟制度與生活方式上之差距而導致工作價值觀上可能產生差異，因此本研究便以兩岸高科技產業職工為研究對象來探討兩岸職工之工作價值觀(重視度與滿意度)及其差異性。隨後本研究蒐集656份有效問卷並利用敘述統計分析、羅吉斯迴歸分析及信度分析來衡量兩岸職工工作價值觀，其主要研究結果如下所示：
一、台籍間接員工工作價值觀之整體重視度比陸籍間接員工與直接員工高，陸籍間接員工之工作價值觀的整體重視度比直接員工高，其中台籍間接員工與陸籍直接員工最重視薪資水準，陸籍間接員工最重視升遷與發展的機會。
二、台籍間接員工之整體工作價值觀滿意度比陸籍職工低，而兩岸職工皆認為與同事的關係之滿意度最高，但對工作壓力與工作疲勞性的滿意度相對最低。
三、在重視程度之差異分析方面，兩岸間接員工之部分工作價值觀的重視程度會受到不同員工屬性所影響。其中大學學歷以下之間接員工較重視薪資水準、升遷與發展之機會及工作趣味性；大學學歷以上之間接員工較重視工作密集度；男性之間接員工較重視工作穩定性；台籍間接員工較重視工時的長短、工作穩定性，陸籍間接員工較重視工作幫助他人之機會與工作對社會之貢獻。
四、在滿意程度之差異分析方面，兩岸間接員工之部分工作價值觀滿意度會受到不同員工屬性所影響。其中男性、未婚及大學學歷以下之間接員工較滿意工作愉悅性；30歲以上與大學學歷以下之間接員工較滿意工作對社會之貢獻；30歲以上及大學學歷以上之間接員工較滿意工作自主性；大學學歷以下之間接員工較滿意主管與員工之關係；陸籍職工對升遷與發展之機會、工作疲勞性、工作勞動性、工作壓力、工作愉悅性、工作對社會之貢獻及主管與員工之關係等工作價值觀項目皆比台籍間接員工感到較滿意。
;Nowadays, Mainland China has become a focal point for investment of various countries, due to its inexpensive land and labor force cost in such a broad market. With same language and adjacent location, an increasing part of Taiwanese investment has been a new thread, and the High-tech industry has become the major part of the investment. However, variance exists in the social system, economic policy and living style when carrying out human resources management to both sides of the straits. These might lead a difference on their work values. This paper mainly discusses the work values (i.e. recognition and satisfaction) on two sides’ employees, and focus on the High-tech industrial workers. With the analysis descriptive statistics, logistic regression analysis of 656 valid questionnaires the findings are as follows:
1.Work values of Taiwanese staff are generally higher than that of Mainland China staff and production workers, while Mainland China staff is generally higher than production workers. Taiwanese staff and Mainland China production workers pay special attention to the payment; while Mainland China staff focuses on opportunities of promotion and self-development.
2.General satisfaction of Taiwanese staff is lower than mainland employees. And both of them are satisfied with their staff relationship, and dissatisfied with work pressure and weariness.
3.On the analysis of difference on recognition, staff on both sides is affected by their various attributions. Employees with lower than colleague education pay much attention on the salary, opportunities of promotion and development, and work interests. Employees with colleague education or above focus on the work density; and male prefer work stability; Taiwanese pay attention to the work time and stability, when mainland employees care more about the work contribution and help to others.
4.On the analysis of satisfaction difference, staff on both sides is affected by their various attributions. Job interests will satisfy males, unmarried and Bachelor bellows; society contribution will satisfy employees over 30 years old and employees with colleague education or above; employees with lower than colleague education are more satisfied with the staff relationship. Mainland China employees are more satisfied than Taiwanese in the promotion opportunity, work weariness, pressure, interest, social contribution and relationship with supervisors & colleagues. |
