高科技產業薪資管理、薪資滿意、公平認知與人才吸引和維持效果關係之研究

An Empirical Study of Compensation Management, Compensation Satisfaction, Equity Cognition, Manpower Attractiveness and Maintenance in Taiwan's High-Tech Industry

10.29888/KUASJHSS.200407.0012

余明助(Ming-Chu Yu)

報酬結構 ； 公平認知 ； 薪資滿意 ； 人才吸引 ； 人力維持 ； Compensation ； Equity ； Compensation Satisfaction ； Manpower Attractiveness ； Human Maintenance

高應科大人文社會科學學報

1卷（2004 / 07 / 01）

213 - 231

繁體中文

本研究主要目的在於驗證台灣高科技公司的薪資結構是否會受到薪資滿意度、薪資公平認知的中介作用，進而影響人才吸引與維持的效果，並試圖建立一個較完整的架構，來說明薪資管理體系與人才吸引與維持之間的關係。本研究針對101家台灣高科技公司進行調查。主要的研究結果為：（1）薪資政策中的風險分享與薪資內部一致性會影響薪資滿意度；（2）職務本位和技能本位給薪會影響個人公平認知，績效本位給薪會影響內部公平認知，技能本位給薪會影響外部公平認知；（3）薪資滿意度會影響人才吸引、員工關係和離職傾向；（4）內部公平認知會顯著影響員工關係和離職傾向，而內部公平與外部公平認知同時會影響人才吸引。

This research attempts to establish an appropriate model to examine how, in Taiwan's high-tech companies, manpower attractiveness, relationships, and leave of absences are affected by compensation structure through the mediation of compensation satisfaction and equity. By stratified random sampling, the sample consists of 101 high-tech companies. The important findings are as follows: (1) Risk sharing and internal consistency in pay relationships are both positive factors exerting impact on compensation satisfaction. (2) Job-based pay and skill-based pay are both positively correlated to cognition of individual equity. Performance-based pay is making significant impact on internal equity, and skill-based pay is positively correlated to external equity. (3) Compensation satisfaction is positively correlated to manpower attractiveness, employee relationships and leave of absences. (4) Internal equity has a significant impact on employee relationships and leave of absences. External equity and individual equity are both positively correlated to manpower attractiveness.

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