台湾员工的工作绩效、福利制度对于员工工作满意度与组织承诺之影响

摘要

The human capital is one of the most important assets of the enterprise since employees＇ experiences and skills will not be duplicated and transferred to anywhere. It＇s important for enterprises to improve employee＇s job satisfaction so as to reduce brain drain and motivate employees to dedicate their efforts to work. The study attempts to discuss and clarify relationships among four dimensions job satisfactions, organizational commitments, job perfor- mance and welfare system in the field of human resources management. The research is conducted by using sampling method and collecting questionnaire. The SPSS is applied for analyzing statistical variables and testing hypotheses. The findings show that job performance and welfare system are positively related to job satisfactions; also, job performance and welfare system are positively related to organizational commitments; and, job satisfactions is positively related to organizational commitments. As the study results show, enterprises might provide better pay structures and welfare systems to retain talents, reduce employees＇ turnover, and increase employees＇ performances. Those approaches might mo- tivate employees to achieve the enterprise＇s strategic goals for sustaining in the competition of the global markets.%员工一直是企业最重要的资产，员工所累积的技术与经验是无法被复制的，为了使企业的员工提升工作的动机与用心态度，即是工作绩效观点，另外在员工的薪资福利制度，也可以激励及改善员工并提升整体对企业的向心力，则是工作满意度最主要的影响因素。工作绩效与员工福利对于工作满意度有正向显著关系；工作绩效与员工福利对于组织承诺有正向显著关系；工作满意度对于组织承诺正向显著关系。研究结果可知，企业为了留住人才、降低员工流动率、盼望员工能多一些绩效及责任，利用福利制度，激励员工并达成组织目标。未来企业的部分单位更可能采用人力外包制度，相同单位下会出现同工不同酬的现象，在薪资制度无法调整之下，企业必顸提升员工潜在的知觉感受，才能留住高素质员工及保持良好工作效率。