| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所 | zh_TW |
| DC.creator | 陳馥瑜 | zh_TW |
| DC.creator | Fu-Yu Chen | en_US |
| dc.date.accessioned | 2004-1-27T07:39:07Z | |
| dc.date.available | 2004-1-27T07:39:07Z | |
| dc.date.issued | 2004 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:88/thesis/view_etd.asp?URN=90427016 | |
| 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 | 為了取得競爭優勢或提高經營績效，企業往往開出豐厚的條件以吸引或留任優秀人才，其中以員工分紅入股最令人矚目，然而企業實行分紅入股制度是否真如預期般，達到降低員工離職率、提高組織績效之目的？此外，國內鮮少實證研究探討離職率對於組織績效的影響效果；因此，為瞭解臺灣地區產業實行分紅入股制度對離職率、員工生產力及組織獲利力的影響，以及離職率於其中的中介效果，本研究以國內上市上櫃企業為研究對象，利用1999至2001年間的離職率、財務與會計資料進行分析。
研究中以員工每人平均領得股票分紅之市值與現金紅利，作為觀測國內企業分紅入股之程度，以探究該制度對離職率及組織經營績效—生產力、獲利率的影響效果。結果發現：臺灣上市櫃公司給予員工分紅入股的額度，對組織離職率不具顯著影響效果，但對員工生產力、組織獲利率，均具有正向的影響；而離職率對於員工生產力及組織獲利率之影響，皆不顯著，因此分紅入股影響組織生產力、獲利率時，離職率可能居中為中介變數之假設並不成立。
以台灣上市櫃公司為例，企業實行分紅入股制度若僅以發放額度為考量，對於組織離職情形並不會產生影響作用，然而對員工生產力及組織獲利率，至少在兩年內具有正向影響效果；此外以2000至2001資料來看，當期離職率對企業之員工生產力及組織獲利率，不具有影響效果，亦即降低組織離職率並不能夠有效的提高組織經營績效。 | zh_TW |
| dc.description.abstract | Profit sharing and employee stock ownership plans, which are considered as effective incentive methods to attract and retain high quality employees, have been regarded as successful factors to increase productivity and profitability for the firms in Taiwan. However, there are few empirical studies concerning to the effects of profit- sharing plans on employee turnover rate and firm performance and, the effects of employee turnover rate on firm performance in Taiwan. To fill the research gap, the study collected a pooled time-series data during 1999-2001 from 146 listed firms, including employee turnover rate and the financial data.
This study used the amount of cash bonus and stock bonus to indicate profit sharing and employee stock ownership plans of a firm. As to the research method, this study used LISREL to examine the effects on firm performance, and the intermediary effect of employee turnover rate. The results of this empirical study can be summarized as follows：the amount of profit sharing plans did not have significant effect on employee turnover rate but have positive effect on productivity and profitability; and the employee turnover rate did not have significant effect on productivity and profitability.
Therefore, the amount of profit-sharing had positive lagged effects on productivity and profitability, yet it won’t have effect on employee turnover rate. It may suggest that for talent retention, the other design on management practices of the profit-sharing plan should be also taken into consideration as well as the cash and stock bonus plans. | en_US |
| DC.subject | 員工生產力 | zh_TW |
| DC.subject | 離職率 | zh_TW |
| DC.subject | 員工分紅入股制度 | zh_TW |
| DC.subject | 組織獲利率 | zh_TW |
| DC.subject | productivity | en_US |
| DC.subject | profitability | en_US |
| DC.subject | employee turnover rate | en_US |
| DC.subject | Profit-sharing plans | en_US |
| DC.title | 員工分紅入股制度與組織離職率、生產力及獲利率之關連性探討 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | The Relationships of Profit Sharing,Employee Turnover Rate, Productivity and Profitability in Taiwan. | en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |