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題名：組織內薪酬給付基礎之權變架構
作者：陳佳慧
作者(外文)：Chia-Hui Chen
校院名稱：淡江大學
系所名稱：管理科學研究所
指導教授：陳海鳴
學位類別：博士
出版日期：2004
主題關鍵詞：技能基礎薪資；績效基礎薪資；年資基礎薪資；職務基礎薪資；競爭優勢；skill-based pay；performance-based pay；seniority-based pay；job-based pay；competitive advantage
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近年來許多學者或實務界人士均提出人力資源管理為21世紀產業之致勝關鍵，將人力視為組織的資源，組織可藉由人力資源獲得競爭優勢，因此企業如何吸引人力、激勵員工、留住人力，進而使員工滿意度、生產力提高，實與薪酬有著密不可分的關係。
過去薪酬制度的探討焦點多著重於比較各種薪酬設計方式的優缺點，或強調非傳統之技能基礎(skill-based)、績效基礎(performance-based)的給付方式，較少去探討如何將不同的薪酬給付基礎於同一組織中作權變之運用。為因應今日企業環境之快速變遷，採用彈性的薪酬給付系統，將有助於在快速變化的世界中獲得競爭優勢，特別是對於高科技產業而言，亟需要一具成本效益之彈性薪酬給付系統。本研究在外部因素已考量之前提下，從彈性權變之觀點，對組織內不同職位之薪酬給付組合方式構建一權變架構，並以美國和台灣高科技個案公司為權變研究架構比對說明之對象。
本研究以「人力競爭優勢性」(competitive advantage of human resources)與「工作價值明確性」(explicitness of job worth)為職位特性之兩構面，界定出組織內薪酬設計之依據，配合職位特性的不同，組織內可分別施予不同給付重心之「職務」、「績效」、「特殊技能」、「年資」等薪酬給付基礎。
優厚的薪酬固然為員工所期望，但如給予不得要領，非但無法有效激勵員工，更對企業主造成重大財務負擔，因此必須瞭解企業員工薪酬需求，以有效激勵之。本研究進一步瞭解個案公司員工薪酬需求狀況，並探討員工需求與不同薪酬給付基礎之關係。
Newman和Krzystofiak(1998)二位學者相信可藉由設計符合組織目標及員工需求的薪酬給付系統，使企業成功。本研究亦對個案公司之組織薪酬目標進行瞭解，並探討不同薪酬給付基礎與組織薪酬目標之關係，薪酬設計唯有與組織目標結合，強化組織目標之達成，才能提高薪酬設計之效果與效率。
In recently, there are many theorists and businessmen suggest human resource management is the key for success for industry of twenty-one century. They consider human are the resource of organization. Organization gets competitive advantage from human resource. Therefore, it is related to compensation to attract human, motivate employee, sustain membership and increase satisfaction, and productivity of employee.
In the past, researches of compensation system tend to focus their analysis primarily on comparing advantage and disadvantage of different compensation design, or emphasizing non-traditional skill-based pay and performance-based pay. There are so few researches to discussion how different paying-based be applied contingently within an organization. In light of rapidly changing and radically competitive world, how to adopt flexible pay system will be help to obtain competitive advantage of an organization in rapidly changing world. It’s necessary for organization to build a flexible pay system which to conform to cost-benefit especial in the high-tech industry. This research constructs a contingent framework of pay system from contingency view for different job after considerate external factors. . Further, high-tech companies of American and Taiwan are studied as examples to explain the pay system proposed here.
This research uses “competitive advantage of human resources” and ”explicitness of job worth” as two dimensions of job characteristics to define basis of pay design within an organization. In accordance with different job characteristics, It should be emphasize different weight of four kinds have paying-based: special-skill, performance, seniority and job-based pay.
The high-level compensation is no doubt to be expected by employees. Not only unable motive them effectively, it also is a big financial burden for organization if employee to be paid to miss the point. Therefore, understanding compensation need of employee and motive them effectively are importance things. Further, This research is to get the idea about employee’ compensation need of case company and discussion the relation of different paying-based and employee’ compensation need.
Newman and Krzystofiak(1998) believed that organization will be successful by design pay system which satisfies the compensation need of employee and compensation objective of an organization. This research also tries to understand compensation objective of case company, and discuss the relation of different paying-based and organization’s compensation objectives. Pay design should to combine organization’s objectives, enforcing it to be reach to heighten effect and effectiveness of pay design.
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