The study of Motivators, Incentive systems and Job satisfaction-A case of International Hotel employees in Taichung

• Main Authors: Lan-Yu Huang, 黃蘭鈺
• Other Authors: Chun-Ju Li
• Format: Others
• Language: zh-TW
• Published: 2003
• Online Access: http://ndltd.ncl.edu.tw/handle/3taky6

碩士 === 靜宜大學 === 觀光事業學系研究所 === 91 === Abstract The purpose of this research is to understand the relationship of motivators, incentive systems and job satisfaction. In addition, the study samples are the employees of International Hotel in Taichung. The results are listed as follows: 1. The top three of the most important motivators for International Hotel employees are good working condition, job security and personal loyalty to employees. The top three of the most unsatisfied motivators for International Hotel employees are specially cash reward, high morale in job condition and good wage. The top three of the most unsatisfied incentive systems for International Hotel employees are job rotation, training and compensation systems 2. Some personal attributions (education, wage and department) have significant influence on the important motivator. Some personal attributions (age, education, wage, department and position) have significant influence on the satisfying motivator and incentive systems. 3. Personal attribution (only department) has significant influence on the whole job satisfaction. 4. There are significant negative relationship between important degree of motivators and the whole job satisfaction. 5. There are significant positive relationship between satisfied degree of motivators and the whole job satisfaction. 6. There are significant positive relationship between satisfied degree of incentive systems and the whole job satisfaction. 7. There are significant negative relationship between the gap of important-satisfied degree and the whole job satisfaction.