The Research on the Comparison Between the Salary Systems of High-Tech and Traditional Industries, and Their Relations with Management Performance

• Main Authors: Chen, Chin-Chih, 陳欽智
• Other Authors: Yang, Ching-Hsi
• Format: Others
• Language: zh-TW
• Published: 1998
• Online Access: http://ndltd.ncl.edu.tw/handle/57082315651363487316

碩士 === 國立中興大學 === 會計研究所 === 86 === 　　To maintain the economic growth on its track, the government of the Republic of China has brought forward the plans to make Taiwan an island of science and technologies. Over the past years, high-techindustries of Taiwan related to electrify and information have been in prosperous development, and have attracted a great pool of job seekers to join the industries with the offer of high pay. 　　The research was designed in a questionnaire manner to explore the discrepancies between expectations and satisfaction of the management echelon and employees of the high-tech and traditional industries at the salary systems, and the relations between each discrepancy and management performance. 　　The results show: 　　1.The satisfaction of the management levels of the high-tech industries in the corporate salary system and requirements is strikingly different from that of the traditional industry. 　　2.As to the satisfaction of the salary systems, the employees of the high-tech industry expressed the following four noticeable features in contrast to their counterparts of the traditional industry: the standard of corporate achievement rewards higher than other industries, bonus occupying a great share of the payment; employees'' understanding of salary adjustment; corporate stocks as a stimulus. 　　3,In the following eight areas, there were evident differences in individual expectations and satisfaction among management levels and employees of the high-tech and traditional industries: the corporate should provide employees with programs of further education, training, and advanced studies; employees'' opinions should be valued in designing the salary systems; employees have the opportunities of expressing their opinions in the stipulation of the salary systems; the policy and execution of the salary systems will help to morale ascend;the policy and execution of the salary systems will benefit recruiting of the talents the corporate needs; the policy and execution of the salary systems will contribute to the achievements of the employees; the policy and execution of the salary systems conduce to harmonious relations of the labor and capital; the contents of employee achievement evaluation should be in harmony with the corporate aims (such as market shares, management revenue). 　　4.Among the management and employees of the high-tech and traditional industries, the discrepancies between their expectation and satisfaction, and the relations with management achievements indicated in the research that the discrepancies were related to both financial and non-financial indexes to some extent. Because of the diffenent natures of these two industries, the relation of other achievement indexes with discrepancies are different with each other, as well as the outstanding connections of the rate of employees'' absence without leave with the gap between employees'' employees'' and satisfaction toward salary structure.