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題名：企業激勵薪酬設計因子對組織吸引力之影響--以高科技產業新進研發人員為例
書刊名：中原企管評論
作者：劉念琪 引用關係／葉桂珠／林俊宏
作者(外文)：Liu, Nien-chi／Yeh, Kuei-chu／Lin, Chun-hung
出版日期：2005
卷期：3:1
頁次：頁61-88
主題關鍵詞：激勵薪酬；組織吸引力；研究發展人員；Incentive compensation；Organizational attractiveness；R&D professionals
原始連結：連回原系統網址new window
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  • 共同引用共同引用:36
  • 點閱點閱:69
高科技產業在我國經濟發展扮演重要的角色。高科技產業之重要的特質為需要高品質的人力資源，尤其是獲得優秀的研究發展(R&D)人員，往往是企業致勝的關鍵；企業之激勵薪酬制度是研發人員選擇工作重要的考量因素之一，其本身同時具有工作吸引力和選擇工作之影響力，如果組織知道理想的應徵者偏好那種薪資政策，則可在不增加人事成本之下，增加應徵者求職與接受聘僱的意願。 本研究採四因子實驗設計的方式，針對學校理工科學生，未來欲從事工程研發工作的507位同學，隨機分派一種薪資情境給每位受試都填答，進行工程及研發人員對變動薪酬的偏好的測量。實證分析的結果發現以員工績效為調薪主要考量因素、以股票認股權的方式發放獎金紅利，對組織人才吸引力有正面影響，而高比率的變動薪資及依個人績效發放獎金紅利與組織人才吸引力間沒有顯著的關係。
High-tech industry plays am important role on economy development in Taiwan. One of the major traits of high-tech is that it much relies on human resources. How to acquire and how to retain high quality R&D engineers will be the key issue of success. Compensation is one of key factors for job selecting for applicants. By realizing the preferences of prospective employees, and organization is able to increase its attractiveness to applicants without increasing compensation costs. This paper explored the relationships between compensation designs and organization attractiveness by using four compensation factorial experiment designs. Each of 507 university students majoring in science or engineering was provided a combination of compensation condition randomly. The result shows that salary adjusting by performance criteria and long-term stock option has positive effect on attracting applicants. High ratio of variation pay and individual incentive have no consequence on attracting new employees.
Other
1.D. B. Balkin & L. R.Gomez-Mejia(1990)。Matching compensation and organizational strategies。  new window
期刊論文
1.Gratton, L.(1987)。How Can We Predict Management Potential in Research Scientist?。R&D Management，17(2)，87-97。  new window
2.Highhouse, S.、Zickar, M. J.、Thorsteinson, T. J.、Stierwalt, S. L.、Slaughter, J. E.(1999)。Assessing company employment image: An example in the fast food industry。Personnel Psychology，52(1)，151-172。  new window
3.Long, R. J.(1978)。The Effects of Employee Ownership on Organizational Identification, Employee Job Attitudes and Organizational Performance: A Tentative Framework and Empirical Findings。Human Relations，31(1)，29-48。  new window
4.Lüthje, Christian、Franke, Nikolaus(2003)。The 'making' of an entrepreneur: Testing a model of entrepreneurial intent among engineering students at MIT。R&D Management，33(2)，135-147。  new window
5.Jürgensen, C. E.(1978)。Job preferences: What makes a job good or bad?。Journal of Applied Psychology，63(3)，267-276。  new window
6.Stroh, L. K.、Brett, J. M.、Baumann, J. P.、Reilly, A. H.(1996)。Agency Theory and Variable Pay Compensation Strategies。Academy of Management Journal，39(3)，751-767。  new window
7.Herzberg, Frederick(1968)。One More Time: How Do You Motivate Employees?。Harvard Business Review，46(1)，53-62。  new window
8.Adams, J. Stacy(1963)。Toward an Understanding of Inequity。Journal of Abnormal and Social Psychology，67(5)，422-436。  new window
9.James, Lawrence R.、Jones, Allan P.(1974)。Organizational climate: A review of theory and research。Psychological Bulletin，81(12)，1096-1112。  new window
10.Mahoney, Thomas A.(1989)。Multiple Pay Contingencies: Strategic Design of Compensation。Human Resource Management，28(3)，337-347。  new window
11.Gerhart, Barry、Milkovich, George T.(1990)。Organizational Differences in Managerial Compensation and Financial Performance。The Academy of Management Journal，33(4)，663-691。  new window
12.楊雨亮、黃同圳(20040600)。薪酬制度對組織績效影響之探討--以B公司為例。人力資源管理學報，4(2)，25-45。new window  延伸查詢new window
13.Eisenhardt, Kathleen M.(1989)。Agency Theory: An Assessment and Review。The Academy of Management Review，14(1)，57-74。  new window
學位論文
1.陳志發(2002)。員工股票選擇權滿意度對離職意願、組織承諾關係之研究--以外商高科技公司為例(碩士論文)。國立中央大學。  延伸查詢new window
2.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(博士論文)。國立臺灣大學。new window  延伸查詢new window
圖書
1.Heneman, R. L.(1984)。Pay for Performance: Exploring the Merit System。New York, NY：Pergamon Press。  new window
2.Skinner, Burrhus Frederic(1953)。Science and human behavior。New York：The Free Press。  new window
3.李正綱、黃金印(200106)。人力資源管理--新世紀觀念。臺北：前程企業管理。  延伸查詢new window
4.曹國雄、黃英忠、黃同圳、張火燦、王秉君(1997)。人力資源管理。臺北：華泰書局。  延伸查詢new window
5.Gómez-Mejia, Luis R.、Balkin, David B.(1992)。Compensation Organizational Strategy and Firm Performance。South-Western Publishing Co.。  new window
6.Milkovich, G. T.、Newman, J. M.(2002)。Compensation。McGraw-Hill Irwin。  new window
7.周文賢(2002)。多變量統計分析：SAS/STAT使用方法。智勝文化事業有限公司。  延伸查詢new window
8.Vroom, Victor Harold(1964)。Work and motivation。John Wiley & Sons, Inc.。  new window
9.李誠、高希均、劉克智、董安琪、曾志朗、許士軍(2001)。知識經濟的迷思與省思。天下遠見。  延伸查詢new window
10.Maslow, Abraham H.(1954)。Motivation and Personality。Harper & Row。  new window
11.Bandura, Albert(1986)。Social Foundations of Thought and Action: A Social Cognitive Theory。Prentice-Hall, Inc.。  new window
其他
1.張火燦(1996)。薪資的相關理論與模式。  延伸查詢new window
2.黃同圳，Lloyd L. B., & Leslie W. R.(2003)。人力資源管理。  延伸查詢new window
3.湯玲郎、黃英忠(1991)。企業員工離職原因與對策探討。  延伸查詢new window
4.諸承明(2001)。薪資設計理論與實務之整合性模式--台灣大型企業實證分析。new window  延伸查詢new window
5.諸承明、戚樹誠、李長貴(1996)。薪資設計文獻回顧與評論--建立『薪資設計四要素模式』。  延伸查詢new window
6.顏麗真(2002)。人力資源管理制度對組織人才吸引力之影響:交互作用之探討。  延伸查詢new window
7.Arthur, M. B., Roussear, D. M.(1996)。The Boundaryless Career: A New Employment Principle for a New Organizational Era。  new window
8.Balkin, D.B., Gomez-Mejia, L.R.(1987)。Toward A Contigency Theory of Compensation Strategy。  new window
9.Balkin, D. B., Gomez-Mejia, L. R(1984)。Determinants of R and D Compensation Strategies in the High Tech Industry。  new window
10.Balkin, D. B., Gomez-Mejia, L. R.(1989)。Effectiveness of Individual and Aggregate Compensation Strategies。  new window
11.Bergmann, T. J., Scarpello, V. G.(2002)。Compensation Decision Making。  new window
12.Bretz, R.D., Ash, R.A., Dreher, G.E.(1994)。Do The People Make The Place? An Examination of He Attraction-Selection-Attrition Hypothesis。  new window
13.Bretz, R.D., Judge, T. A.(1994)。The Role of Human Resource System in Job Applicant Decision Process。  new window
14.Cable, D. M., Judge, T. A.(1994)。Pay preference and job search deceisions:A person-organization fit perspective。  new window
15.Connor, D. E.(1984)。Personality in Organizations: Some Research Suggestions。  new window
16.Dessler G.(1991)。Personnel Management。  new window
17.Earley, P.C.(1989)。Social Loafing and Collectivism: A Comparision of the United States and the People’s Republic of China。  new window
18.Filip, L., Christoph, D., Pol, C.(2001)。Organizational Attractiveness for Prospective Applicants: A person-organization fit perspective。  new window
19.Gomez-Mejia L. R., Balkin, D. B.(1989)。Effectiveness of Individual and Aggregate Compensation Strategies。  new window
20.Hewitt Associates(2000)。US salary increases to remain stable in 2001 as more companies rely on variable compensation。  new window
21.Hill, R. E., Collins E. J.(1985)。Technical Professionals, Technical Managers, and the Integration of Vocational Consciousness。  new window
22.Hills, F., Scott, D., Markham, S., Vest, M.(1987)。Merit Pay: Just of Unjust Desserts。  new window
23.Holland, J. L.(1973)。Making Occupational Choice: A Theory of Career, Englewood。  new window
24.Kanter, J. M., Ward, M. P(1990)。Long-Term Incentives for Management, Part 4: Performance Plans。  new window
25.Kuhn, K. M., Yockey, M. D.(2002)。Variable Pay as a Risky Choice: Determinants of the Relative Attractiveness of Incentive Plans。  new window
26.Lawler, E.(1971)。Pay and Organization Effectiveness: A Psychological View。  new window
27.Locke, E. A., Henne, D.(1986)。Work motivation theories. In C. L. Cooper & I Robertson。  new window
28.Long, R. J.(1978)。The Relatives Effects of Share Ownership vs. Control on Job Attitudes in an Employee-Owned Company。  new window
29.Miceli, M.P. and Lane M.C.(1991)。Anteceden ts of pay satisfaction: A review and extension. In Ferris and Rowland KM。  new window
30.Newman, J. M., Melissa W.(1998)。Do broad-based stock options create value?。  new window
31.Noe, R. A., Hollenbeck, J. R., Gerhart, B., Wright, P. M.(2003)。Human Resource Management，New York：McGraw-Hill。  new window
32.Robins, S. P.(1978)。Personal: The Management of Human Resources，New Jersey：Prentice Hall。  new window
33.Rynes, S. L.(1987)。Compensation strategies for recruiting。  new window
34.Rynes, S. L., Schwab, D. P., & Heneman, H. G.(1983)。The Role of Pay and Market Pay Variability in Job Application Decisions。  new window
35.Schroeder, Edward A., IV, Sherman, J. Daniel, Elmore, Robert C.(1987)。A Long-Term Profit-Sharing Plan to Stimulate Motivation and Innovation Among R&D Personnel。  new window
36.Starling G.(1991)。A Framework for Understanding Commitment in the R&D Organization。  new window
37.Turban, D. B., Keon, T. L.(1993)。Organizational Attractiveness: An Interactionist Perspective。  new window
38.Vroom, V.H.(1966)。Organizational Choice: Study of Pre and Post –Decision Processes。  new window
39.Wagner, J. A. and Moch M. K.(1986)。Individualism-Collectivism: Concept and Measure。  new window
40.William, M.(1999)。Compensation planning survey，KY：Mercer Inc。  new window
41.Wysocki, B.(1995)。Unstable pay becomes ever more common。  new window
圖書論文
1.Gerhart, B.、Milkovich, G. T.(1992)。Employee Compensation: Research and Practice。Handbook of Industrial and Organizational Psychology。Palo Alto, CA：Consulting Psychologists Press。  new window
 
 
 
 
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