1. NCCU Academic Hub
  2. 社會科學學院
  3. 勞工研究所
  4. 學位論文
Please use this identifier to cite or link to this item: https://ah.lib.nccu.edu.tw/handle/140.119/86057
DC FieldValueLanguage
dc.contributor.advisor韓志翔zh_TW
dc.contributor.advisorHan, Tzu-Shianen_US
dc.contributor.author鄧邦雯zh_TW
dc.contributor.authorDeng, Bang-Wenen_US
dc.creator鄧邦雯zh_TW
dc.creatorDeng, Bang-Wenen_US
dc.date1998en_US
dc.date.accessioned2016-04-22T08:11:23Z-
dc.date.available2016-04-22T08:11:23Z-
dc.date.issued2016-04-22T08:11:23Z-
dc.identifierB2002001569en_US
dc.identifier.urihttp://nccur.lib.nccu.edu.tw/handle/140.119/86057-
dc.description碩士zh_TW
dc.description國立政治大學zh_TW
dc.description勞工研究所zh_TW
dc.description85262004zh_TW
dc.description.abstract薪資制度的設計一向被認為是組織設計中極為重要的因素之一。薪資不單是企業為獲得勞務所支付員工的代價，更具有誘導員工順從與激勵員工行為等多種功能。因此，薪資設計的議題不但受到學術界的重視，同時亦是實務界所關心的問題。近年來，薪資設計的焦點，多著重於策略性薪酬的觀點。在此觀點之下，組織的薪資設計與組織環境特性配合的狀況，將會對員工的行為與績效造成顯著的影響。因此，組織在設計薪資時，必須考慮到產業特性、組織策略、內部環境及工作特性等因素。zh_TW
dc.description.tableofcontents第一章 緒論\r\n 第一節 研究動機........................................ 1\r\n 第二節 研究目的........................................ 2\r\n 第三節 研究程序........................................ 3\r\n第二章 文獻探討與理論建立\r\n 第一節 工作特性的概念........................... 7\r\n 第二節 薪資的界定與薪資給付基礎......17\r\n 第三節 工作特性與薪資給付基準..........33\r\n第三章 研究架構與研究設計\r\n 第一節 研究架構與變項定義.................. 47\r\n 第二節 研究對象與研究方法...................50\r\n 第三節 問卷回收過程及基本資料分析..53\r\n 第四節 研究變項之衡量........................... 61\r\n 第五節 資料分析方法............................... 72\r\n第四章 實證研究結果.................................75\r\n第五章 結論與建議\r\n 第一節 研究結論.........................................87\r\n 第二節 研究貢獻與限制............................89\r\n 第三節 建議............................................91zh_TW
dc.source.urihttp://thesis.lib.nccu.edu.tw/record/#B2002001569en_US
dc.subject工作特性zh_TW
dc.subject薪資策略zh_TW
dc.subjectJob Characteristicen_US
dc.subjectPayen_US
dc.title工作特性與薪資給付基礎關係之研究zh_TW
dc.titleA Study of the Relationships Betewwn Job Characteristics and Basis for Payen_US
dc.typethesisen_US
dc.relation.reference中文書目\r\n\r\n王惠玲，民85，工資意涵之探討，月旦法學雜誌，第13期，24-30。\r\n丘宏昌，民86，各種薪資酬償制度之介紹與比較，台北銀行月刊，27(6)，50-55。\r\n江明修，民81，社會科學多重典範的爭辯：試論質與量研究方法的整合，國立政治大學學報，第64期，315-344。\r\n行政院勞工委員會，民87，中華民國台灣地區勞動統計月報，中國統計學社。\r\n行政院勞工委員會，民87，台灣地區職類別薪資調查報告，中國統計學社。\r\n林泓典，民87，電腦整合製造與薪資策略之相關研究，政大勞工研究所碩士論文。\r\n林貞貞、鄒幼涵，民82，迴歸分析，華泰書局，初版二刷。\r\n林海清，民86，人力潛能的開發—激勵理論的探討，人力發展月刊，第46期，4-25。\r\n李金泉，民81，SPSS/PC+實務與應用統計分析，松崗電腦圖書資料公司，初版。\r\n李德玲，民81，企業員工對薪酬制度反應之研究，私立中國文化大學企業管理研究所,\r\n吳思華，民79，交易成本理論及其企業經營策略與組織管理上之涵義，管理新思潮，109-140。\r\n沈文恕，民67，工作特性與工作滿足之關係研究-我國實驗銀行與非實驗銀行之比較，政大企研所碩士論文。\r\n張火燦，民85，薪酬的相關理論及其模式，人事管理，第33期，4-12。\r\n張劭勳，民86，SPSS for Windows多變量統計分析，松岡電腦圖書資料股份有限公司，初版三刷。\r\n張劭勳、林秀娟，民83，SPSS for Windows統計分析 初等統計與高等統計(上)(下)，松岡電腦圖書資料股份有限公司，初版。\r\n陳景堂，民86，統計分析SPSS for Windows入門與應用，儒林圖書有限公司，二版。\r\n郭榮哲，民81，策略性薪資在管理上的應用，政大公行所碩士論文。\r\n許濱松，民70，論激勵管理與人力資源的有效運用，七友出版傳播事業公司。\r\n黃英忠，民78，現代管理學，華泰書局，初版。\r\n黃政傑，民76，教育研究亟須擺脫量化的支配，中國教育協會主編，教育研究方法論，師大書苑，131-140。\r\n黃俊英，民87，多變量分析，中華經濟研究所，六版。\r\n黃家齊，民86，技術特性與薪資給付基礎之關係研究---績效控制觀點，台大商研所博士論文。\r\n劉立倫，民80，工作特性、結構特性、組織控制型態與控制失誤-以工作職位為分析單位之研究，政大企研所博士論文。\r\n諸承明，民85，薪資設計要素與組織效能關係之研究—以組織特性與任務特性為情境變項，台大商研所博士論文。\r\n謝安田，民77，人事管理，自印，五版。\r\n\r\n\r\n外文書目\r\n\r\nBaiman, S. (1982). Agency research in management accounting: A Survey. Journal of Accounting literature, 1, 124-153.\r\nBalkin, D. B., & Bannister, B. D. (1993). Explaining pay forms for strategic employee groups in organizations: A resource dependence perspective. Journal of Occupational and Organizational Psychology, 66, 139-151.\r\nBalkin, D. B., & Gomez-Mejia L. R. (1987). Toward a contingency theory of compensation strategy. Strategic Management Journal, 8, 169-182.\r\nBalkin, D. B., & Gomez-Mejia, L. R. (1984). Determinants of R & D compensation strategies in the high tech industry. Personnel Psychology, 37, 635-650.\r\nBalkin, D. B., & Gomez-Mejia, L. R. (1990). Matching compensation and organizational strategies. Strategic Management Journal, 11, 153-169.\r\nBarrett, G. V. (1991). Comparison of skill-base pay with traditional job evaluation, Human Resource Management Review, 11, 97-105.\r\nBartol, K. M., & Martin, D. C. (1988). Influences on managerial pay allocations: A dependency perspective. Personnel Psychology, 41, 361-378.\r\nBelcher ,D. W. (1974). Compensation Administration. Englewood Cliffs, NJ: Prentice-Hall\r\nBrass, D. J. (1985). Technology and the structuring of job: Employee satisfaction, performance, and influence. Organizational Behavior and Human Decision Processes, 35, 216-240.\r\nBrown, C. (1990). Firms* choice of method of payment. Industrial and Labor Relations Review, 43, 165-181\r\nCable, D. M., & Judge, T. A. (1994). Pay preference and job research decisions: A person-organization fit perspective. Personnel Psychology, 47, 317-348.1\r\nCampbell, D. J. (1988). Task complexity: A review and analysis. Academy of Management review, 13, 40-52.\r\nCampbell, D. J., Gingrich, K. (1986). The interactive effects of task complexity and participation on task performance: A field experiment. Organizational Behavior and Human Decision Processes, 38, 162-180.\r\nChampagne, P. J., &McAfee, R. B. (1989). Motivating Strategies for Performance and Productivity: A Guide to Human Resource Development. Westport, Connecticut: Greenwood Press, Inc.\r\nConlon, E. J., & Parks, J. M. (1990). Effects of monitoring and tradition on compensation arrangement: An experiment with principal-agent dyads. Academy of Management Journal, 33, 603-622.\r\nDemski, C. R., & Feltham, G. (1978). Ecnomic incentives in Budgetsary control systems. Accounting Review, 53, 336-359.\r\nDessler, G., (1988). Personnel Management. Englewood Cliffs, N. J.: Prentice-Hall.\r\nDunham, R. B. (1979). Job design and redesign. In Steven Kerr (ed.), Organizational Behavior. Ohio: Grid Publishing.\r\nEisenhardt, K. M. (1985). Control: Organizational and economic approaches. Management Science, 31, 134-149.\r\nEisenhardt, K. M. (1988). Agency and institutional theory explanations: The case of retail sales compensation. Academy of Management Journal, 31, 488-511.\r\nEisenhardt, K. M. (1989).Agency theory: An assessment and review. Academy of Management Review, 14, 57-74.\r\nFlamhotz, E. G., Das, T. K., & Tsui, A. S. (1985). Toward an integrative framework of organizational control. Accounting, Organizations and Society, 10, 35-50.\r\nGemez-Mejia, L. R., & Welbourne, T. M. (1988). Compensation strategy: An overview and future steps. Human Resource Planning, 11, 173-189.\r\nGeorge, C. S. (1972). The History of Management Thought. Englewood Cliffs, N. J. : Prentice-Hall.\r\nGeorge, J. M. (1992). Extrinsic and intrinsic origins of perceived social loafing in organizations. Academy of Management Journal, 35, 191-202.\r\nGerhart, B., & Milkovich, G. T. (1990). Organizational difference in managerial compensation and financial performance. Academy of Management Journal, 33, 663-691.\r\nGovindararjan, V., & Fisher, J. (1990). Strategy, control systems, and resource sharing: effects on business-unit performance, Academy of Management Journal, 33, 259-285.\r\nHackman, J. R., & Lawler, Ⅲ, E. E. (1971). Employee reactions to job characteristics. Journal of Applied Psychology Monograph, 55, 259-286.\r\nHackman, J. R., & Oldham G. R. (1975). Development of the job diagnostic survey. Journal of Applied Psychology , 60, 159-170.\r\nHackman, J. R., & Oldnan, G. R. (1974). The Diagnostic Survey : An Instrument for the Diagnostic of Job Redesign Projects. Technical Report, 4, 314-316.\r\nHenderson, R. I.(1989). Compensation Management Rewarding Performance. 5th ed. Englewood Cliffs , New Jersey: Prentice Hall, Inc.\r\nHills, F. S., Madigan, R. M., Scott, K. D., & Markhan, S. E. (1987). Tracking the merit of merit pay. Personnel Administrator, ??, 50-57.\r\nJohn, A. P., & James, I.. R. (1979). Psychological climate: Dimension and relationships of individual and aggregate work environment perception. Organizational Behavior and Human Performance, 23, 201-250.\r\nJohn, G. R. (1984). Task visibility, free riding and shirking: Explaining the effect of structure and technology on employee behavior. Academy of Management Review, 9, 684-695.\r\nKanter, R.M. (1987). The attack on pay. Harverd Business Review, 2, 60-67.\r\nKelly, M. R. (1990). New process technology, job design, and work organization: A contingency model. American Sociological Review, 55, 191-208.\r\nKerr, J. L. (1985). Diversification strategies and managerial rewards: An empirical study. Academy of Management Journal, 28, 155-179.\r\nKiggundu, M. N. (1981). Task interdependence and the theory of job design. Academy of Management Review, 6, 499-508.\r\nKiggundu, M. N. (1983). Task interdependence and job design: Test of theory. Organizational Behavior and Human Performance, 31, 145-172.\r\nKowtha, N. R. (1997). Skill, incentives, and control. Group & Organization Management, 22, 53-86.\r\nLambert, R. A., Larcker, D. F. & Weigelt, K. (1993). The structure of organizational incentives. Administrative Science Quarterly, 38, 438-461.\r\nLawler, Ⅲ, E. E. (1987). The design of effective reward systems. In J. W. Lorsch (Ed.), Handbook of Organizational Behavior (pp.255-271). N. J. : Prentice-Hall.\r\nLawler, Ⅲ, E. E. (1990). Strategic Pay: Aligning Organizational Strategies and Pay Systems. San Francisco, California : Jossey-Bass Inc.\r\nLawler, Ⅲ, E. E. (1995). The New Pay: A strategic approach. Compensation & Benefits Review, 27, 14-22.\r\nLawler, Ⅲ, E. E., & Ledford, G. E. (1985). Skill-based pay: A concept that*s catching on. Personnel, 62, 30-37.\r\nLevinthal, D. (1988). A survey of agency model of organizations. Journal of Economics Behavior and Organization, 9, 153-185.\r\nMahoney, T. A. (1989). Multiple pay contingencies: Strategic design of compensation. Human Resource Management, 28, 337-347.\r\nMarch, J. G., & Simon, H. A. (1958). Organizations. New York: Wiley.\r\nMcCann, J. E., & Ferry, D. L. (1979). An approach for assessing and managing inter-unit interdependence. Academy of Management Review, 4, 113-119.\r\nMilkovich, G. T. (1988). A strategic perspective on compensation management. Research in Personnel and Human Resources Management, 6, 263-288.\r\nMilkovich, G. T., & Newman, J. M. (1996). Compensation. 5th Chicago: Irwin Book Team.\r\nMohr, L. B. (1971). Organizational technology and organizational structure. Administrative Science Quarterly, 16, 444-459.\r\nNilakant, V., & Rao, H. (1994). Agency theory and uncertainty in organizations : An evaluation. Organization Studies, 15, 649-672.\r\nOchi, W. G. (1980). Market, bureaucracies, and clan. Administrative Science Quarterly, 25, 129-141.\r\nParnell, J. A., & Sullivian, S. E. (1992). When money isn*t enough: The effect of equity sensitivity on performance based pay systems. Human Resource Management Review, 2, 143-155.\r\nPearce, J. L., & Gregersen, H. B. (1991). Task interdependence and extra role behavior: A test of the mediation effects of felt responsibility. Journal of Applied Psychology, 76, 838-844.\r\nPerrow, C. B. (1967). A framework for the comparative analysis of organizations. American Sociological Review, 32, 194-208.\r\nRobbins, S. P. (1978). Personnel, the Management of Human Resources. N. J. : Prentice-Hall.\r\nRobbins, S. P. (1992). Organization Behavior. N. J. : Prentice-Hall.\r\nRollins, T. (1987). Pay for performance: The pros and cons. Personnel Journal, 66, 104-111.\r\nRoth, K., & O*Donnell, S. (1996). Foreign subsidiary compensation strategy: An agency theory perspective. Academy of Management Journal, 39, 678-703.\r\nRousseau, D. M. (1979). Assessment of technology in organization: Closed versus open system approaches. Academy of Management Review, 4, 531-542.\r\nSalter, M. A. (1973). Tailor incentive compensation to strategy. Harvard Business Review, 51, 94-102.\r\nSeashore, S. E., & Taber, J. D. (1978). Job satisfaction indicator and their correlations, American Behavior Scientists, 18, 333-368.\r\nSims, H. P., Szilagri, A. D., & Keller, R. T. (1976). The measurement of job characteristic. Academy of Management Journal, 19, 195-212.\r\nSlocum, J., & Sims, H. (1980). A typology for integrating technology, organization, and job design. Human Relations, 33, 193-212.\r\nSnell, S. A., & Dean, J. W. (1994). Strategic compensation for integrated manufacturing: The moderating effects of job and organizational inertia. Academy of Management Journal, 37,1109-1140.\r\nSparrow, P. (1996). Too good to be true? People Management, 2, 22-27.\r\nSteer, R. M., & Poter, L. W. (1977). Organization Behavior and Performance. California: Goodyear Publishing Co.\r\nTerborg, J., & Miller, H. (1978). Motivation, behavior and performance: A closer examination of goal-setting and monetary incentive. Journal of Applied Psychology, 63, 29-39.\r\nTompson, J. D. (1967). Organizations in action. New York: McGraw-Hill Book Company.\r\nTurner, A. N., & Lawrence, P. R. (1965). Industrial jobs and worker. Harvard Graduate School of Business Administration.\r\nVan de Ven, A. H., & Delbecq, A. L. & Koenig, R. (1976). Derterminants of coordination modes within organizations. American Sociological Review, 41, 322-338.\r\nVan de Ven, A. H., & Delbecq, A. L. (1974). A task contingent model of work unit structure. Administrative Science Quarterly, 19, 183-197.\r\nVroom, V. H. (1964). Work and Motivation. New York: John Wiley, 1964.\r\nWallace, M. J., & Fay, C. H. (1988). Compensation Theory and Practice. Boston: PWS/Kent\r\nWeber, C. L., & Rynes, S. L. (1991). Effects of Compensation Strategy on Job Pay Decision. Academy of Management Journal, 34, 86-109.\r\nWeiner, N. J. (1991). Job evaluation systems: a critique. Human Resource Management Review, 34, 86-109.\r\nWilliamson, O. (1985). The Economic Institutions of Capitalism. New York: Free Presszh_TW
item.fulltextWith Fulltext-
item.openairecristypehttp://purl.org/coar/resource_type/c_46ec-
item.openairetypethesis-
item.grantfulltextopen-
item.cerifentitytypePublications-
Appears in Collections:學位論文
Files in This Item:
File SizeFormat
index.html115 BHTML2View/Open
Show simple item record

Google ScholarTM

Check


Items in DSpace are protected by copyright, with all rights reserved, unless otherwise indicated.