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題名：觀光旅館業薪酬制度之公平對工作滿足與離職傾向之影響：第一線員工為實證對象
作者：陳怡潔
作者(外文)：Yi-Chieh Chen
校院名稱：銘傳大學
系所名稱：管理研究所博士班
指導教授：黃旭男
學位類別：博士
出版日期：2010
主題關鍵詞：觀光旅館業第一線員工；薪酬制度；工作滿足；離職傾向；公平；salary and compensation system；equity；job satisfaction；turnover intention；frontline employees of tourist hotel
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觀光旅館業第一線員工扮演影響顧客滿意之關鍵角色，但台灣觀光旅館業員工平均薪資偏低，而離職率卻偏高，因而如何健全薪酬制度，以提高員工滿足，降低離職傾向，實在是一重要的管理課題。本文旨在對觀光旅館業第一線員工進行實證，探討薪酬制度之公平對工作滿足與離職傾向之影響。本文以分配正義與程序正義來衡量公平，對台北地區32家觀光飯店客房部與餐飲部的第一線員工進行抽樣調查，共獲得388個有效樣本，採用線性結構方程式進行實證。研究結果顯示，分配正義與程序正義均對觀光旅館業第一線員工之工作滿足具有顯著正向影響效果。同時，分配正義對於觀光旅館業第一線員工之離職傾向具有顯著負向之影響效果，但程序正義對於離職傾向未具顯著之影響效果。此外，員工滿足在薪酬公平對離職傾向之影響過程中，顯著的扮演中介的角色。整體而言，分配正義與程序正義對於觀光旅館業第一線員工工作滿足之影響約莫相當，然而，分配正義對員工離職傾向之總體影響效果，遠較程序正義為高。
Frontline employees of tourist hotel play a crucial role in providing cus-tomer service satisfaction. In the face of low salary and high turnover rates, it has long been considered an important issue for frontline employees of tourist hotel in Taiwan to formulate a compensation system, increase employee satisfaction and alleviate turnover intention. The purpose of this paper is to examine the effects of salary and compensation system equity on job satisfaction and turnover intention for frontline employees of tourist hotel. Distributive justice and procedural justice were used to measure the equity. 388 effective samples of frontline employees from 32 tourist hotel were randomly sampled, structural equation model (SEM) was employed to verify the hypotheses. The results revealed that both distributive and procedural justices significantly affect job satisfaction of frontline employees of tourist hotel positively. Furthermore, distributive justice significantly affects turnover intention of frontline employees of tourist hotel positively. However, effect of procedural justice on turnover intention of frontline employees of tourist hotel is not significant. In general, distributive and procedural justices affect job satisfaction nearly equally. However, total effect of distributive justice on turnover intention of frontline employees of tourist hotel is higher relatively than procedural justice can exert on.
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二、中文文獻：
1.小柳勝次郎(1990)。人事、薪資管理改善實務。台華工商圖書出版。new window
2.丘宏昌(1997)。各種薪資酬賞系統之介紹比較。台北銀行月刊，6，50-55。
3.行政院主計處(2009)。受僱員工薪資調查統計，2009年8月7日，取自：http://www.stat.gov.tw/ct.asp?xItem=1135&ctNode=525。
4.何永福、楊國安(2001)。人力資源策略管理(三版)。臺北市：三民書局。
5.李建華(1995)。績效衡量－標竿制度與激勵作為之探討。今日會計學報，62，1-8。
6.李菁芬、李雅婷、趙慕芬合譯(2002)。(Robbins, S.P.著)，組織行為學，九版。台北：華泰書局。
7.林淑姬、樊景立、吳靜吉、司徒達賢(1994)。薪酬公平、程序公正與組織承諾、組織公民行為關係之研究。管理評論，13(2)，87-108。new window
8.許士軍(1995)。管理學。臺北市︰東華書局。
9.陳潭(1995)。工具機業員工工作滿足與離職傾向之相關研究。技術學刊，10(2)，217-223。
10.黃英忠(1989)。現代人力資源管理。臺北市：華泰書局。
11.黃家齊(1997)。技術特性與薪資給付基礎之關係研究－績效控制觀點。台灣大學商學研究所未出版之博士論文。
12.黃國隆 (1982)。領導方式、工作特性、成就動機、內外性、專斷性與教師工作滿足的關係。政治大學教育與心理研究，5，47-76。
13.潘清泉(2002)。企業人事管理制度設計實務，二版。台北：超越企管顧問股份有限公司。
14.蔡坤宏(1999)。工作滿足與離職意圖關係之回顧－Meta分析。輔仁管理評論，6(1)，21-36。new window
15.諸承明(1995)。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。台灣大學商學研究所未出版之博士論文。
16.諸承明、戚樹誠、李長貴(1996)。薪資設計之文獻回顧與評論-建立薪資設計四要素模式。人力資源學報，6，57-86。
17.諸承明、戚樹誠、李長貴(1998)。我國大型企業薪資設計現況及其成效之研究-以薪資設計四要素模式為分析架構。輔仁管理評論，1，97-116。new window
18.錢慶文(1999)。如何知道醫院之營業風險－現金流量比率的應用。醫院學報，32(3)，36-43。
 
 
 
 
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