A Study on the Relationship among Compensation System, Organizational Commitment and Employee Performance-Case of the Aircraft Maintenance personnel

• Main Authors: HUANG, KENG-HUA, 黃畊華
• Other Authors: HUANG,ING-CHUNG
• Format: Others
• Language: zh-TW
• Published: 2019
• Online Access: http://ndltd.ncl.edu.tw/handle/bpneeg

碩士 === 國立高雄大學 === 亞太工商管理學系碩士班 === 107 === This study is mainly to explore the impact of the salary system of the maintenance personnel in the aviation maintenance industry on job performance, and the adjustment effect of organizational commitment between the salary system and job performance. The research samples were from the aircraft maintenance personnel. Questionnaires were distributed through the Internet and social media, and familiar aviation technicians were assisted in the questionnaire transmission. A total of 241 questionnaires were distributed by convenient sampling method, and 241 valid questionnaires were collected. The effective recovery rate was 100%. The SPSS statistical analysis software was used to verify the research hypothesis through reliability analysis, correlation analysis, difference analysis, and regression analysis. The analysis found that: (1) the salary system (reasonable incentive and feedback) has a significant positive impact on job performance; (2) organizational commitment (sustainable commitment) is positive between the salary system (reasonable incentive) and job performance (3) organizational commitment (normative commitment) has a negative adjustment effect between the salary system (reasonable incentive) and job performance; (4) organizational commitment (normative commitment) in the salary system (competitive), and there is a positive adjustment effect between job performance. The research results can be used as a reference for related companies such as aviation maintenance or follow-up researchers.