| Summary: | 碩士 === 國立高雄應用科技大學 === 人力資源發展系碩士班 === 102 === How to effectively manage employees to meet the company strategies is an important task for managers. For the employees, the compensation is not only a basic incentive but also an attentive issue. Indicated by the past studies, the compensation can effectively motivate the employees, improve their behaviors, increase their productivity and consolidate the company’s competitive advantage. However, the previous studies of the compensation mostly only focus on the salary level and satisfaction but rarely examine the company’s compensation strategies. Different companies adopt different compensation strategies which can cause different impacts on employees' attitudes. Therefore, in this study, we provide a way to more precisely examine the effectiveness of the company's compensation strategies by taking into account of the employees' perspectives.
The purpose of the study is to analyses how company compensation strategies affect the employees' attitudes. The compensation strategies include risk sharing, internal consistency, pay secrecy, pay-for-performance, pay participation, job-based-pay, long-term-pay and short-term-pay, while the emplyees' attitudes include job involvement and retention commitment. In this study, we required date were collected through the convenience sampling method of Taiwan labor population and collected 444 valid questionnaires. The results are as follows:
i. risk sharing、internal consistency、pay secrecy、pay-for-performance、pay participation、job-based-pay、long-term-pay and short-term-pay of company compensation strategy each is a positive correlated with employee job involvement.
ii. risk sharing、internal consistency、pay secrecy、pay-for-performance、pay participation、job-based-pay、long-term-pay and short-term-pay of company compensation strategy each is positive correlated with employee retention commitment.
|
|---|
