現今企業普遍面臨人才競爭激烈的難題，企業如何求才、用才、留才的機制即需要不斷的創新與發展，福利作為整體薪酬組成重要的部份，更是激勵員工經常使用的人力資源策略。以往傳統的福利措施多為齊頭式的提供員工同樣的福利項目，漸漸無法滿足不同層次的員工需求。再者隨著時代趨勢的演變、勞工意識的抬頭，企業提供多樣化的福利選擇是否能貼近員工心中真正期待的？在福利實踐過程中進行福利溝通是否更能掌握員工的關鍵需求？因而本研究之目的欲了解不同的彈性福利設計是否會形成員工滿意程度的差異；進而從員工福利感知與參與感知之面向，了解其對員工福利滿意度的影響為何？ 本次研究採用實驗問卷法，以書面問卷進行無記名方式填寫，發放332份問卷，回收率100%，經由整理計有320份為有效問卷，有效問卷回收率96.3%。有效問卷之資料透過SPSS系統分析結果顯示為(1)不同的員工福利設計對於福利滿意度部份有顯著差異。(2) 員工福利項目彈性感知對於福利滿意度有顯著正向相關聯。(3) 員工福利金額彈性感知對於福利滿意度有顯著正向相關聯。(4) 員工福利組織文化感知對於福利滿意度有顯著正向相關聯。(5) 員工福利參與感知對於福利滿意度有顯著正相關。 ;Nowadays, most of enterprises are facing with the problem that is the competition of fierce talent competition in general. The mechanism of the enterprises to seek, use and retain talent employees requires continuing innovation and development. As an important part of the overall salary, welfare is also a human resource strategy to motivate employees. The head-to-head equality welfare measures used to the traditional employee welfare system in the enterprises without any difference among employees in the past, ,that gradually failed to meet the needs of employees at different levels. From the time goes by and move to the current time, as the rise of labor awareness that make the enterprises want to ask the welfare system they provided if meet the requirements of employee expected indeed; if they really could grasp the key demands of employee while communicating with employees during the time of practicing welfare policy? As results, the purpose of this study is finding out whether different flexible benefit design will result in the difference of employee satisfaction. Then, from the perspective of employee welfare perception and participation perception, we can find out what the impact will be on employee welfare satisfaction.
The experimental questionnaire method was adopted in this study, and the written questionnaire was filled in anonymized. 332 questionnaires were issued, and the recovery rate was 100%. After sorting out 320 valid questionnaires, the effective questionnaire recovery rate was 96.3%. The data of valid questionnaires were analyzed by SPSS system, and the results indicated that (1) Different employee benefit designs have significant differences in the degree of satisfaction of employee. (2) there was a significant positive correlation between employee welfare item resilience perception and welfare satisfaction. (3) There is a significant positive correlation between employee benefit amount elasticity perception and benefit satisfaction of employee. (4) There is a significant positive correlation between employee welfare organization culture perception and welfare satisfaction of employee. (5) Perceived employee welfare participation has a significant positive correlation with welfare satisfaction of employee.
