A Study of Compensation and Benefits of Nonprofit Organization Employees

• Main Authors: Mei-chou Chiu, 邱梅綢
• Other Authors: Chen-shiuen Wang
• Format: Others
• Language: zh-TW
• Published: 2007
• Online Access: http://ndltd.ncl.edu.tw/handle/4edaxc

碩士 === 南華大學 === 非營利事業管理研究所 === 95 === 　　Because of technological development and rapid economic growth, human resources become central for every industry in terms of international competitive advantages. Nonprofit organizations also flourish under this globalizational trend, bringing the marginalized groups onto the forestage, attracting to them more attention and emphases. However, in comparison to those in private sectors, the nonprofit organization employees have been offered less favorable compensation and benefits, a disadvantage which leads to failing morale, high turnover percentage, difficulties in passing down career experience, impediments in promoting social welfare projects, and hindrance to get social problems and public inflictions solved. 　 　　Salary is a type of compensation employees receive for what they have done for their employer. Salary supports an employee''s basic living; for him/her, the more, the better. But for the employer, it''s a wholly different story. How much an employee should be paid is always a nerve-racking problem for an employer who has to consider all factors besides salary. Most of the nonprofit organization fund comes from governmental subsidy and public donation. If the salary is too low, it will be difficult to recruit talents; while, if the salary is too high, it would be too financially burdensome. In addition to the salary which plays a major role in recruiting talents, welfare system is also a predominant factor and incentive, which is generally believed to compensate for the insufficient salary. Purpose of this study is to clarify the relationship between compensation system, welfare measures, and job satisfaction, with the view to helping management identify the limitation of the current system. 　 　　600 legal bodies of mass organization or financial group are surveyed via random sampling. 366 valid questionnaires are collected. The empirical findings are as follows: 1. Personal characteristics (gender, marital status, educational background, job category, age and seniority) are partly related to pay system, welfare measure, turnover reasons, and job satisfaction. 2. Employee''s job satisfaction is related to the pay system and welfare measures. In other words, when employees find the two systems fairer, they have more positive attitude toward their job and lower intention to leave. 　 　　Results of this study show that nonprofit organizations should further examine existing welfare and pay systems. Only when the systems are truly put into effect will talents be retained, business promoted, and the organizations'' goals and missions accomplished.