Discussed the Remuneration System of Financial Specialists, Job Involvement, Job Satisfaction and Job Performance

• Main Authors: Huey-Jen Hwang, 黃匯湞
• Other Authors: Chih-Wen Hsu
• Format: Others
• Language: zh-TW
• Published: 2012
• Online Access: http://ndltd.ncl.edu.tw/handle/72758536883327777773

碩士 === 樹德科技大學 === 金融與風險管理系碩士班 === 100 === The 21st century marks the global financial crisis and "Era of Financial Services" under the post ECFA. Since Taiwan’s accession into the WTO, its capital transactions with other countries have been active and frequent. Moreover, financial environment has become more complicated and changing due to the fiercely competitive environment of original banking market and the entry of foreign banks and financial holding companies. To achieve operational goals, the banking industry often gives high attention to employees'' performance evaluation. Furthermore, the job performance is related to the design of remuneration system, job involvement and job satisfaction. This study distributed 400 questionnaires to employees in the banking industry (the Land Bank, Taiwan Business Bank, China Trust and Financial institutions such as Taishin Bank). The research results find that the contribution-oriented remuneration system has a positive and significant relationship with the thread performance in the job performance and the industrial remuneration system has a positive and significant relationship with the task performance in the job performance. This indicates that the testees believe that an integrated remuneration system planning should be incentive. Time investment in the job involvement has a positive and significant relationship with both task performance and thread performance, meaning that the testees think time input can improve job performance. Contribution-oriented system is positively and significantly related to work commitment, showing that the testees hold that remuneration should be consistent with the contribution-oriented system design. Finally, it is found from the empirical results that industrial remuneration system and intrinsic satisfaction, time input and extrinsic satisfaction and job requirements have significantly positive relationship respectively.