頁籤選單縮合
題名 | 勞資協商、薪酬管理與薪酬滿足關係之研究=A Study of Relationships Among the Labor-Management Negotiation, Compensation Management and Compensation Satisfaction |
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作者 | 黃英忠; 余德成; 葉清泉; | 書刊名 | 中山管理評論 |
卷期 | 5:1 1997.03[民86.03] |
頁次 | 頁141-165 |
分類號 | 556.73 |
關鍵詞 | 勞資協商; 薪酬管理; 薪酬滿足; Labor-management negotiation; Compensation management; Compensation satisfaction; |
語文 | 中文(Chinese) |
中文摘要 | 政府解嚴以後,勞資糾紛頻傳,薪酬為主要爭議訴求之一。在勞工意識抬頭的情況下,事業機構如何因應情勢,順利解決薪酬管理的問題﹖勞資協商可能是問題的關鍵。本研究根據修正 Heneman & Schwab(1979)的薪酬滿足差距模式,加入勞資協商變數,目的在建立勞資協商、薪酬管理與薪酬滿足間的研究架構,協助事業機構解決薪酬有關的勞資爭議。研究方法主要根據此一架構發展出七個假設,應用問卷調查法,以製造業員工為研究對象,蒐集量的資料,檢驗所提出的假設。雖然假設只得到資料的部份支持,但分析結果發現:員工若透過團體協商管道,在決策權勢較小,以及協議範圍較大的情況下,可以改善薪酬水準與獎金發放的決定方式,然後提昇員工的薪酬滿足。最後,除了後續研究建議之外,本研究也針對勞資協商與薪酬管理分別指出管理意涵,俾利事業機構改善員工的薪酬滿足,並增進勞資關係之和諧。 |
英文摘要 | In view of frequent confrontation between employers and employees in Taiwan, of which the compensation is always the main struggling issue, therefore the employees of manufacturing industries are selected as samples to study the relationships among the labor-management negotiation, compensation management and compensation satisfaction, for seeking some practical proposals to enable the both sides to improve the channel of negotiation and compensation management system, that leading to a harmonic relationship between employers and employees. On the basis of modified discrepancy model developed by Heneman & Schwab (1979), this study established a theoretical framework with adding a new variable, labor-management negotiation. Questionnaire examination method was conducted to collect the data from subjects that was randomly selected from one thousand biggest manufacturing firms in Taiwan. The propositions are supported partially. Some applications are discussed, and future direction of research is suggested also. |
本系統之摘要資訊系依該期刊論文摘要之資訊為主。