| 摘要: | 近年來股票分紅制被視為一種激勵員工的有效方法，並且廣泛的被使用，許多公司也越來越將股票分工制度視為常態，將員工納為股東的這種概念被視為是一種將所有權以及激勵制度的連結。學者發現員工分紅制度能夠帶來組織的績效改善以及增進財務上的表現。此外，學者Wagner等人發現心裡所有權這種現象將對組織中的財務績效有明顯的相關程度。因此，心裡所有權極有可能是員工正式所有權以及其績效的催化劑。也就是說，有心裡所有權的員工比沒有心裡所有權的員工在績效表現上會展現的比較好。所以，瞭解正式所有權 以及心裡所有權之間的微妙關係 以及如何形成心裡所有權，將是本研究的動機與目的。 本研究以國內一家高科技產業公司之間接員工為研究對象，共計發放610份問卷，有效問卷400份，有效回收率65.5％，並利用統計方法驗證員工持股狀態及偏好與其心裡所有權之關係 結果顯示心裡所有權是一個多因素的概念，而且其具有階段性的形成，從所有權信念帶出所有權行為，由所有權信念帶出所有感，另外，財務所有權以及股票持有偏好都會對員工的心裡所有權有正向顯著的影響。 Psychological ownership has become a vital element to motivate and inspire the associates in high-tech firms. It has been stressed that employees’ psychological ownership emergences play a momentous role to stimulate the performance of the organization. Especially, psychological ownership would be significantly important for high-tech specialists when they perform the role of major producers. On the other hand, enterprises also take employee stock ownership as an efficient means to motivate the workers of the organizations. This would provide a charming benefit and improve organizational performance by motivating employees to promote their shared financial interests with the organization. Based on reviewing literature, this research will try to provide a general understanding on financial ownership and psychological ownership. We propose that psychological ownership may be influenced by two specific factors, financial ownership and stock holding preference. Therefore, firms should let the employees hold the company’s stock for as long as possible. In addition, corporations should do their best to suggest that the employees keep as much of the company’s stock as they can. Employee Stock Option Plans (ESOPs) have been considered useful tools to raise the performance of organizations. Nevertheless, many of the researches in ESOPs failed to link employees’ stock holding status with performance directly, but many studies in psychological ownership do impact performance explicitly. Focusing on the final results, this study will state about how employees’ stock holding status influences their psychological ownership. We categorize employees’ stock holding status as two indicators: stock percentage of an employee’s property, and stock percentage of an employee’s annual compensation and rewards. Moreover, we classify psychological ownership as three groups: feeling of possession, belief, and behavior. We predict that these two types of stock holding statuses have differentiated, as well as complementary, influence on the three classifications of employees’ psychological ownership. On account of preliminary thought, a more abundant and explicit research framework is developed. The theoretical hypotheses are also tested against an empirical data set. We conducted a survey of 610 employees who are working at one individual high-tech company in Taiwan. Eventually, a data set contains 400 associates in our sample. Our findings indicate that stock percentage of an employee’s property and stock percentage of an employee’s annual compensation and rewards have significantly positive effects on employees’ beliefs in psychological ownership. Besides, employees’ beliefs and behaviors in psychological ownership will influence their feelings of possession in psychological ownership. Hence, our results show that there is a positive relationship between employees’ stock holding status with their psychological ownership. |
