| Summary: | 碩士 === 義守大學 === 工業工程與管理學系碩士班 === 98 === Taking employees in two different types of the Steel Company as research objects, the main purpose of this study is to exam the relationship between reward equity and job satisfaction. The present study showed that company types make differentiation on employees’ perception of reward equity and job satisfaction, personal characteristics also make differentiation on employees’ perception of reward equity and job satisfaction, and the relationship between reward equity and job satisfaction is great.
Such main personal characteristics as “educational level”, “seniority”, “job type”, “salary level design”, and “wage range”, and minor characteristics as “gender”, “age”, and “annual income “ have a great impact on differentiating employees’ perception of reward equity.
Otherwise, “gender” and “age” have a great impact on the overall job satisfaction. Female employees are more agreeable with interal equity, openness, appeal of reward equity than male employees. Besides, male employees are more agreeable with communication and participation of reward equity than female employees. Female employees are also more satisfied with intrinsic satisfaction than male employees.
Finally, regression anlyses showed that reward equity and job satisfaction are greatly correlational: 1.) External equity, openness, and appeal of reward equity have great influences on overall job satisfaction; 2.) fairness, openness, communication, and appeal of reward equity have great influences on intrinsic satisfaction; 3.) communication and appeal of reward equity have great influences on work happiness satisfaction; 4.) external equity, openness, participation, and appeal of reward equity have great influences on real incentive satisfaction.
Conclusion and suggestions are given for the future research and steel industry as the references for a further research and implementation.
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