查詢結果分析
來源資料
頁籤選單縮合
題 名 | 績效獎金與離職傾向關係之研究=The Relationship between Performance-based Pay and Turnover Intention |
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作 者 | 謝安田; 李培銘; | 書刊名 | 東吳經濟商學學報 |
卷 期 | 44 2004.03[民93.03] |
頁 次 | 頁1-24 |
分類號 | 494.32 |
關鍵詞 | 績效獎金; 績效獎金發放時間; 工作滿足; 離職傾向; Performance-based pay; Performance-based pay time; Job satisfaction; Turnover intention; |
語 文 | 中文(Chinese) |
中文摘要 | 自從19世紀泰勒首開以財務性報酬來獎勵員工,績效獎金便成為實務界吸引員工、留住員工的重要激勵因子 (Lawler,1988;Dessler, 2000)。Robbins (1992) 指出離職的成本約為離職員工年薪的1.2-2倍;Mobley、Griffeth、Hand及Meglino (1979) 指出離職傾向是離職最主要的預測因子,透過離職傾向的衡量能使組織在實際離職行為發生前,加以預防典補救;因此,不難暸解離職傾向一直深受實務界與學術界重視的原因了。 本研究目的即在探討績效獎金與離職傾向間之關係為何?並採用問卷調查方法,以544位第一線業務部門員工為研究對象。 研究結果發現績效獎金與離職傾向之間呈現顯著負向相闕,亦即績效獎金愈高,離職傾向愈低。然而,二者之關係受到績效獎金發放時間之干擾,值得專家學者加以重視。 |
英文摘要 | Some scholars have said that performance-based pay was the important and incentive factor for organization to attract and detain employee. Robbins (1992) has shown that turnover's cost was very huge. Mobley, Griffeth, Hand, and Meglino (1979) have shown that turnover intention was the main factor for turnover. By measuring turnover intention could predict turnover and prevent turnover in advance. This paper aims to understand what relationship between performance-based pay and turnover intention. And this paper used questionnaire to survey the 544 samples. The survey result has shown that the relationship between performance-based pay and turnover intention was significantly negative. But the relationship was moderated by performance-based pay time. |
本系統中英文摘要資訊取自各篇刊載內容。