| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所 | zh_TW |
| DC.creator | 蔡宜君 | zh_TW |
| DC.creator | Yi-Chun Tsai | en_US |
| dc.date.accessioned | 2021-1-21T07:39:07Z | |
| dc.date.available | 2021-1-21T07:39:07Z | |
| dc.date.issued | 2021 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:88/thesis/view_etd.asp?URN=107427025 | |
| dc.contributor.department | 人力資源管理研究所 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 新知識經濟時代的來臨，員工成為企業內最具競爭力的資源，如何吸引到優秀的人才，留住具有潛力的成員，是近年來企業相當關心的議題，隨著雇傭關係逐漸改變，現代人追求的生活模式也較以往不同，企業應將員工福利依據員工的需求做調整，才能使員工福利對雙方發揮最大的效益。
本研究目的在探討員工知覺企業福利的供給與需求差異是否會對員工之組織認同感與離職傾向產生影響，使用問卷調查法，以目前在台灣地區任職之企業員工為探討對象，共取得221份有效問卷，利用統計軟體SPSS與Amos 結構方程模式軟體進行資料分析，研究結果顯示: 員工知覺企業提供給員工的員工福利高於或是遠大於員工對於福利的需求，員工會有較高的組織認同程度，且會降低員工的離職傾向。
綜合上述研究結果，員工福利供給的程度多寡不一定會影響員工的組織認同和離職傾向程度，而是員工福利的供給程度需超越員工自身對於員工福利的需求程度，唯有如此福利的本質才能發揮，企業的給予才會有意義，因此若企業希望能增加員工的留任意願或是提高員工的組織認同程度，可以從實施福利需求調查著手，協助企業的福利政策能更貼近、符合員工的需求。 | zh_TW |
| dc.description.abstract | With the advent of the Knowledge Based Economy era, employees have become the most competitive resources in the company. How to attract outstanding talents and retain potential members has been a topic of great concern for companies in recent years. The employment relationship is gradually changing, and the life style that people pursue is different from the past. Employee benefits should be adjusted according to the needs of employees in order to maximize employee benefits.
The purpose of this research is to explore employees’ perception of whether the difference between supply and demand of employee benefits will affect employees’ sense of organizational identification and turnover intentions. Using the questionnaire survey method, with employees currently working in Taiwan as the research object, a total of 221 valid questionnaires were obtained. The results of the study indicate that whether employee-perceived employee benefits supply are higher or far greater than the demand, which will make employee have a higher degree of organizational identification and reduce the intention of leave.
In conclusion, the amount of employee benefits does not necessarily affect the employee’s organizational identification and turnover intention, but the level of employee benefits needs to exceed the employee’s own demand. Only the nature of such benefits can be effective and meaningful. Therefore, if the company hopes to increase the employees′ willingness to stay or increase the employee′s organizational identification, it can start with the benefits needs surveys to help the company’s benefits policy to be closer to the needs of the employees. | en_US |
| DC.subject | 員工福利 | zh_TW |
| DC.subject | 供給程度 | zh_TW |
| DC.subject | 需求程度 | zh_TW |
| DC.subject | 組織認同 | zh_TW |
| DC.subject | 離職傾向 | zh_TW |
| DC.subject | Employee benefits | en_US |
| DC.subject | Supply | en_US |
| DC.subject | Demand | en_US |
| DC.subject | Organizational identification | en_US |
| DC.subject | Turnover intention | en_US |
| DC.title | 員工知覺企業福利供給與自身福利需求差異對組織認同及離職傾向之影響 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | The impact of employee-perceived difference between supply and demand of employee benefits on organizational identification and turnover intention. | en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |