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題名 知識工作特性與薪酬制度之關聯性研究
Relationships between the characteristics of knowledge work and compensation
作者 李佩蓉
Lee, Pen Jung
貢獻者 韓志翔
李佩蓉
Lee, Pen Jung
日期 2002
上傳時間 9-May-2016 16:14:17 (UTC+8)
摘要 　　According to Drucker (1994), knowledge workers already give the emerging knowledge society its character, its leadership, its central challenges and its social profile. They may not be the ruling class of the knowledge society, but they already are its leading class.
　　Today, as the competition rises and work becomes more complex, the importance of knowledge is widely acknowledged by corporate. Knowledge worker is the key to the success of a corporate, and its importance within an organization rises dramatically day after day. Thus, firms need to make a better compensation strategy to retain and reward human capital. As knowledge work becomes an emerging work, it brings me the intention of conducting such a research to explore about the characteristics of knowledge works and the pay strategies of corporate.
　　Hence, 1000 questionnaires and postage-paid return envelopes were distributed randomly to workers at different positions and departments within firms in Taiwan. Additionally, Taiwan Compensation Report 2001 published by Watson Wyatt was employed in this study. From the results obtained, task complexity and job autonomy does have a positive association to paying for knowledge. Second, task complexity, task visibility and job autonomy are significant to variable pay according the result obtained from the questionnaires. Whereas only task complexity are shown to affect positively to the variable pay based on the data of Taiwan Compensation Report 2001. Finally, task complexity does have a positive relation to pay level. Despite to the fact, the recession during year 2000 does affect the result for this research.
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7. 蔡宏銘 (2000)，台灣地區網路服務業的績效評估與薪酬制度之研究，朝陽科技大學工業工程與管理研究所碩士班論文。
8. 呂華棣 (2001)，員工個人屬性與工作特性之滿意度及中階主管配適管理才能之關聯性研究－以台電公司總管理處員工為例，國立交通大學經營管理研究所碩士論文。
9. 張舒婷 (2001)，營造廠薪資設計要素與組織環境特性、工作特性相關性之研究，朝陽科技大學營建工程系碩士班論文。
10. 沈介文 (1992)，工作可察性、工作特性、與社會賦閒效果關係之研究，淡江大學管理科學研究所碩士論文。
11. 劉立倫 (1991)，工作特性、結構特性、組織控制型態、與控制失誤－以工作織位為分析單位之研究，國立政治大學企業管理研究所碩士論文。
12. 諸承明 (1996)，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。
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描述 碩士
國立政治大學
企業管理學系
89355064
資料來源 http://thesis.lib.nccu.edu.tw/record/#A2010000442
資料類型 thesis
dc.contributor.advisor 韓志翔zh_TW
dc.contributor.author (Authors) 李佩蓉zh_TW
dc.contributor.author (Authors) Lee, Pen Jungen_US
dc.creator (作者) 李佩蓉zh_TW
dc.creator (作者) Lee, Pen Jungen_US
dc.date (日期) 2002en_US
dc.date.accessioned 9-May-2016 16:14:17 (UTC+8)-
dc.date.available 9-May-2016 16:14:17 (UTC+8)-
dc.date.issued (上傳時間) 9-May-2016 16:14:17 (UTC+8)-
dc.identifier (Other Identifiers) A2010000442en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/95432-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 企業管理學系zh_TW
dc.description (描述) 89355064zh_TW
dc.description.abstract (摘要) 　　According to Drucker (1994), knowledge workers already give the emerging knowledge society its character, its leadership, its central challenges and its social profile. They may not be the ruling class of the knowledge society, but they already are its leading class.
　　Today, as the competition rises and work becomes more complex, the importance of knowledge is widely acknowledged by corporate. Knowledge worker is the key to the success of a corporate, and its importance within an organization rises dramatically day after day. Thus, firms need to make a better compensation strategy to retain and reward human capital. As knowledge work becomes an emerging work, it brings me the intention of conducting such a research to explore about the characteristics of knowledge works and the pay strategies of corporate.
　　Hence, 1000 questionnaires and postage-paid return envelopes were distributed randomly to workers at different positions and departments within firms in Taiwan. Additionally, Taiwan Compensation Report 2001 published by Watson Wyatt was employed in this study. From the results obtained, task complexity and job autonomy does have a positive association to paying for knowledge. Second, task complexity, task visibility and job autonomy are significant to variable pay according the result obtained from the questionnaires. Whereas only task complexity are shown to affect positively to the variable pay based on the data of Taiwan Compensation Report 2001. Finally, task complexity does have a positive relation to pay level. Despite to the fact, the recession during year 2000 does affect the result for this research.		zh_TW
dc.description.tableofcontents ACKNOWLEDGEMENTS-----ii
TABLE OF CONTENTS-----iii
LIST OF TABLES-----v
LIST OF FIGURES-----vii
ABSTRACT-----viii
CHAPTER 1: INTRODUCTION-----1
　　Motivation-----2
　　Objective-----3
CHAPTER 2: LITERATURE REVIEW-----4
　　Knowledge Work
　　　　Concept of Knowledge Work-----4
　　　　Task Complexity-----9
　　　　Task Visibility-----12
　　　　Job Autonomy-----14
　　Compensation
　　　　Concept of Compensation-----15
　　　　Pay For Knowledge-----22
　　　　　　Theoretical Basis for Pay for Knowledge-----24
　　　　Variable Pay-----24
　　　　　　Theoretical Basis for Variable Pay-----27
　　　　Pay Level-----30
　　　　　　Theoretical Basis for Pay Level-----32
　　Hypotheses-----33
CHAPTER 3: METODOLOGY-----37
　　Data-----38
　　Procedure-----38
　　Independent Variables and Measures-----39
　　Dependent Variables and Measures-----40
　　Control Variables-----44
　　　　Organizational characteristics-----44
　　Analysis-----44
CHAPTER 4: RESULTS AND IMPLICATION-----46
　　Sample Size-----46
　　Profiles of Respondents-----46
　　Correlation Matrix-----51
　　Independent Variable Checks-----53
　　Dependent Variable Checks-----55
　　Test Hypothesis-----57
　　Implications-----66
CHAPTER 5: CONCLUSIONS AND SUGGESTION-----68
　　Conclusions-----68
　　Limitations-----70
　　Suggestions-----71
REFERENCES-----73
APPENDICES
　　Appendix A. Questionnaire-----80

LIST OF TABLES
Table
2-1　Characteristics of knowledge Work-----8
2-2　Model of Task Complexity-----11
2-3　Teams and Pay for Performance-----26
2-4　Reward Structures for Organizational Capabilities-----32
3-2　Questions concerning the characteristics of knowledge work-----40
3-3　Questions concerning the compensation-----43
4-1　Sampling on subjects’ gender-----47
4-2　Sampling on subjects’ marital status-----46
4-3　Sampling on subjects’ age-----47
4-4　Sampling on subjects’ work experience-----48
4-5　Sampling on subjects’ year of formal education-----49
4-6　Sampling on subjects’ working industry-----50
4-7　Mean, Standard Deviation and Correlation Matrix-----52
4-8　Cumulative Percentages, Factor Loading and Cronbach Alpha Value of Task Complexity-----53
4-9　Cumulative Percentages, Factor Loading and Cronbach Alpha Value of Task Visibility-----54
4-10　Cumulative Percentages, Factor Loading and Cronbach Alpha Value of Job Autonomy-----55
4-11　Cumulative Percentages, Factor Loading and Cronbach Alpha Value of PFK-----56
4-12　Cumulative Percentages, Factor Loading and Cronbach Alpha Value of variable pay-----57
4-13　Analysis Result of PFK-----58
4-14　Analysis Result of Variable Pay Part I-----59
4-15　Frequency and Percentage of Average Performance Bonus per Month-----61
4-16　Frequency and Percentage of Monthly Average Profit-Sharing per Month-----61
4-17　Frequency and Percentage of Monthly Average Stock-Sharing per Month-----62
4-18　Analysis Result of Variable Pay Part II-----62
4-19　Analysis Result of Variable Pay — Taiwan Compensation Report 2001-----64
4-20　Analysis Result of Pay Level Part I-----65
4-21　Analysis Result Pay Level — Taiwan Compensation Report 2001-----.66
5-1　Result of Hypotheses-----69

LIST OF FIGURES
Figure
2-1　The concept of total compensation-----17
2-2　Role of the Reward System-----19
2-3　Possible determinants of pay differences-----21
2-4　The expectancy Theory Model-----29
2-5　Lead, Lag, and Lead/Lag Policies-----31
3-1　Research framework-----37		zh_TW
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#A2010000442en_US
dc.title (題名) 知識工作特性與薪酬制度之關聯性研究zh_TW
dc.title (題名) Relationships between the characteristics of knowledge work and compensationen_US
dc.type (資料類型) thesisen_US
dc.relation.reference (參考文獻) 1. 陳琇玲譯 (2001)，Druker, Peter原著，杜拉客精選：個人篇，天下遠見出版。
2. 張玉文、林佳蓉、林季蓉譯 (2002)，Druker, Peter等原著，知識工作者必備手冊，天下遠見出版。
3. 鄧邦雯 (1998)，工作特性與薪資給付基礎關係之研究，國立政治大學勞工研究所碩士論文。
4. 阮愛寬 (1996)，知識工作者勞資關係認知之探討：以新竹科學園區為例，國立政治大學勞工研究所碩士論文。
5. 陳彥融 (1999)，知識型工作者績效管理網路系統建構--媒體工作者績效管理之研究，國立政治大學傳播研究所碩士論文。
6. 陳人豪 (2001)，兩岸員工工作價值觀與工作特性對工作態度之影響，國立中央大學人力資源管理研究所碩士論文。
7. 蔡宏銘 (2000)，台灣地區網路服務業的績效評估與薪酬制度之研究，朝陽科技大學工業工程與管理研究所碩士班論文。
8. 呂華棣 (2001)，員工個人屬性與工作特性之滿意度及中階主管配適管理才能之關聯性研究－以台電公司總管理處員工為例，國立交通大學經營管理研究所碩士論文。
9. 張舒婷 (2001)，營造廠薪資設計要素與組織環境特性、工作特性相關性之研究，朝陽科技大學營建工程系碩士班論文。
10. 沈介文 (1992)，工作可察性、工作特性、與社會賦閒效果關係之研究，淡江大學管理科學研究所碩士論文。
11. 劉立倫 (1991)，工作特性、結構特性、組織控制型態、與控制失誤－以工作織位為分析單位之研究，國立政治大學企業管理研究所碩士論文。
12. 諸承明 (1996)，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。
13. Anonymous 2001. Pay levels in retail vary by industry segment. Workspan, Scottsdale, Dec, 44 (12); pp. 10-11.
14. Baron, J. N. & Kreps, D. M. 1999. Strategic Human Resources — Frameworks for General Managers. Wiley.
15. Bergmann, T. J. & Scarpello, V. G. 2001. Compensation Decision Making. 4th edition, Harcourt College Publishers.
16. Beyerlein, M. M. et al. 1995. Advances in Interdisciplinary Studies of Work Teams: Knowledge Work in Teams. 2, JAI Press, London.
17. Breaugh, J. A. 1985. The measurement of work autonomy. Human Relations, 38, pp. 551-570.
18. Brass, D. J. 1985. Technology and the structuring of job: employee satisfaction, performance, and influence. Behavior and Human Decision Processes, 35, pp. 216-240.
19. Campbell, D. J. 1988. Task complexity: A review and analysis. Academy of Management Review, Briarcliff Manor, Jan, 13 (1), pp. 40-52.
20. Campbell, D. J. 1991. Goal levels, complex tasks, and strategy development: A review and analysis. Human Performance, 4, pp.1-31.
21. Carnell, M. & Kuzmits, F. E. 1982. Personnel: management of human resources. Columbus, Ohio: Merrill
22. Carter, T. J. 1999. Are wages too low? Empirical implication of efficiency wage models. Southern Economic Journal, Chapel Hill, Jan, 65 (3), pp. 594-602.
23. Christensen-Szalanski, J.J. 1980. A further examination of the selection of problem-solving strategies: The effects of deadlines and analytic aptitudes. Organizational Behavior and Human Performance, 25, pp. 107-122.
24. Collins, D. 1998. Knowledge Work or Working Knowledge?: Ambiguity and Confusion in the Analysis of the "Knowledge Age". Journal of Systemic Knowledge Management, University of Sunderland, March, 1998. http://www.tlainc.com/article7.htm
25. Davenport, T. H., Jarvenpaa, S. L. & Beers, M. C. 1996. Improving knowledge work processes. Sloan Management Review, summer, pp. 53-65.
26. Del Castillo, L. B. 2002. Survey reveals compensation philosophy of local companies. BusinessWorld, Manila, Jan 16, pp. 1.
27. Despres, C. & Hiltrop, J. M. 1995. Human resource management in the knowledge age: Current practice and perspectives on the future. Employee Relations, Bradford, 17 (1), pp. 9-23.
28. Dobbin, F. & Boychuk, T. 1999. National employment systems and job autonomy: Why job autonomy is high in the nordic countries and low in the United States, Canada, and Australia. Organization Studies, Berlin.
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