薪酬與績效關聯性認知、員工績效與員工留任關聯性之研究─一項跨層次調節式中介效果之檢驗

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陳美齡(Mei-ling Chen) 查詢紙本館藏

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人力資源管理研究所

論文名稱

薪酬與績效關聯性認知、員工績效與員工留任關聯性之研究─一項跨層次調節式中介效果之檢驗
(A Study of Relationships Among Pay-Performance Linkage of Cognitive, Employee Performance and Intent to Stay: A Multilevel Moderated Mediation Models)

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摘要(中)

組織的薪酬與績效關聯性認知對於員工留任意願有正向影響效果，顯示組織的薪酬議題將是影響人才留任的重要因素。然而，過去鮮少有實證研究以跨層次的角度探討薪酬與績效關聯性認知對於員工行為面的影響，多以個體層級的角度討論。人才留任已是全球企業所關注的重要人資議題，其中薪酬因素更是影響員工留任的關鍵，因此本研究深入探討組織的薪酬制度特性對員工行為影響。
本研究針對薪酬與績效關聯性、員工績效與員工留任意願進行一項跨層次調節式中介效果之檢驗，以問卷調查的方式，針對台灣45家企業進行調查。本研究採階層線性模式進行分析，研究結果發現，員工績效在薪酬與績效關聯性認知對於員工留任意願間具有部分的跨層級中介效果，薪酬與績效關聯性認知程度將會正向影響員工績效，進而對員工留任意願產生正向影響效果。此外，薪酬與績效關聯性認知在員工績效與員工留任意願之間，具有跨層級的調節效果。顯示公司的薪酬與績效關聯性認知程度，將會影響高績效人才是否願意續留任於組織中的意願，本研究結果亦與過去相關研究觀點相呼應。

摘要(英)

Pay-performance linkage of cognitive have positive effect on employee intent to stay, it showed that pay-performance linkage of cognitive as an important factor for retention. However, little empirical research has addressed that pay-performance linkage of cognitive affect to individual behaviors from cross-level perspective, most of research all discussed in individual level. Retention issue is one of the most important human resources issues in the organization today, and the factor of compensation is also the key for employee retention. Thus, we will examine the relationship between pay-performance linkage of cognitive and employee intent to stay.
We examine the relationship among pay-performance linkage of cognitive, employee performance and intent to stay by multilevel moderated mediation models. We collect 604 valid questionnaires of 45 companies from multiple industries, then using HLM to analysis. Results from our studies, employ performance play a role in multilevel mediating of pay-performance linkage of cognitive and intent to stay. Besides, pay-performance linkage of cognitive produces the multilevel moderating effect between employee performance and intent to stay. In this study, it showed that pay-performance linkage of cognitive in organization will affect that high performer would like be stay or not.

關鍵字(中)

★ 薪酬與績效關聯性認知
★ 員工績效
★ 留任意願
★ 階層線性模式

關鍵字(英)

★ pay-performance linkage of cognitive
★ performance
★ intent to stay
★ hierarchical linear model
★ HLM

論文目次

目錄................VII
圖目錄.......... VIII
表目錄.......... VIII
第一章緒論..................1
第一節研究背景與動機...................1
第二節研究目的...................6
第二章文獻探討..........7
第一節留任意願...................7
第二節薪酬與績效關聯性認知.......8
第三節薪酬與績效關聯性認知對於員工留任意願的影響...........9
第四節薪酬與績效關聯性認知對於員工績效的影響.....10
第五節員工績效對於員工留任意願的影響.........11
第六節員工績效在薪酬與績效關聯性認知與員工留任意願之間的中介效果.12
第七節薪酬與績效關聯性認知在員工績效與員工留任意願之間的調節效果.14
第三章研究方法....................16
第一節研究架構.................16
第二節研究樣本與資料來源.........16
第三節研究工具與研究變項說明.............17
第四節資料分析方法.........19
第四章資料分析與結果........20
第一節敘述性資料統計.................20
第二節基本特性的驗證.................22
第三節模式與假說驗證.................23
第五章研究結論與建議..................31
第一節實證結果探討.........31
第二節研究貢獻.................33
第三節管理意涵.................35
第四節研究限制與未來研究建議.............37
參考文獻..........38
中文文獻..................38
英文文獻..................39
附錄一主管填答問卷............46
附錄二部屬填答問卷............49
圖目錄
圖 3.1 研究架構..........16
圖 4.1 本研究結果..................29
圖 4.2 薪酬與績效關聯性認知、員工績效、員工留任意願之交互作用圖..........30
圖 5.1 員工選擇和公司之薪酬與績效關聯性認知關係......36
表目錄
表 4.1 研究樣本特性彙整表..............20
表 4.2 驗證性因素分析結果彙總表..............21
表 4.3 個體層級變項間的組間差異與相關係數彙整表......23
表 4.4 截距結果模型與隨機係數模型之驗證結果..............26
表 4.5 跨層級中介與調節效果之驗證結果..............28

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指導教授

林文政(Wei-jeng Lin)

審核日期

2013-7-17

推文