English  |  正體中文  |  简体中文  |  Items with full text/Total items : 66984/66984 (100%)
Visitors : 22620915      Online Users : 467
RC Version 7.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.
Scope Tips:
  • please add "double quotation mark" for query phrases to get precise results
  • please goto advance search for comprehansive author search
  • Adv. Search
    HomeLoginUploadHelpAboutAdminister Goto mobile version


    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/71095


    Title: 財務與非財務獎酬對工作動機與工作滿意度之干擾研究-以M直銷公司為例;The Moudevating Effect of Monetary and Nonmonetary incentives on work motivation and job satisfaction. - M Direct Selling Company.
    Authors: 林凱智;Lin,Kai-Chih
    Contributors: 人力資源管理研究所在職專班
    Keywords: 傳直銷;工作動機;工作滿意度;獎酬制度
    Date: 2016-07-22
    Issue Date: 2016-10-13 11:24:57 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 直銷人員與直銷公司之間,並非一般的雇傭關係,沒有退休金、沒有固定底薪、也不存在一般雇傭關係之義務與權利,但透過不同的獎酬制度的干擾,讓彼此之間維繫關係,要讓直銷人員的內外不同工作動機,透過直銷公司的非財務與財務獎酬的干擾,以達成直銷人員內外不同的工作滿意度,藉以提高直銷公司的營業規模,就是非常重要的開始。
    故本研究對象為M公司之活躍直銷人員,並利用迴歸分析檢定假說,結果研究發現:內外部工作動機越高,都會使內外部工作滿意提高。
    內在工作動機強的直銷人員,搭配非財務獎酬,內在工作滿意度愈高。
    外部工作動機強的直銷人員,搭配財務獎酬,外部工作滿意度愈高。
    ;Between direct selling personnel and direct selling company, not an ordinary employment relationship, no pension, no fixed salary, there was no general rights and obligations of the employment relationship, but through a different reward system interference, so to maintain the relationship between each other,
    Different motivation to make direct personnel staff through non-financial and financial rewards of the company′s direct interference in order to achieve different direct selling personnel job satisfaction, in order to enhance the company′s direct selling business scale, is a very important start.
    Therefore, this study was active M Company direct selling personnel, and test hypotheses using regression analysis, results of the study found: the higher the internal and external work motivation, job satisfaction within external will improve.
    Intrinsic motivation strong direct sales force, with non-financial rewards, intrinsic job satisfaction higher.
    External motivation strong direct sales force, with financial rewards, the higher the external job satisfaction.
    Appears in Collections:[人力資源管理研究所碩士在職專班 ] 博碩士論文

    Files in This Item:

    File Description SizeFormat
    index.html0KbHTML444View/Open


    All items in NCUIR are protected by copyright, with all rights reserved.

    社群 sharing

    ::: Copyright National Central University. | 國立中央大學圖書館版權所有 | 收藏本站 | 設為首頁 | 最佳瀏覽畫面: 1024*768 | 建站日期:8-24-2009 :::
    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library IR team Copyright ©   - Feedback  - 隱私權政策聲明