本研究以高科技製造業為樣本來源，針對產線基層員工與其直屬主管進行樣本配對，有效回收174組樣本後，對其進行驗證性因素分析，並採用階層迴歸驗證本研究各項假設。研究結果發現：（1）獎賞敏感性對角色內外工作績效間有顯著正向影響；（2）懲罰敏感性對角色內外工作績效間有顯著負向影響。根據研究結論，提出下述管理意涵：（1）宜將增強敏感性納為徵選時的參考，以提升公司整體生產力；（2）領導者應視部屬性格而採用不同的激勵方式，以發揮獎懲的最大效益；（3）領導者宜多與員工進行獎懲措施的溝通，以提升員工的接受度，同時避免可能產生的不良影響。
The data was collected from the production line of the high-tech manufacture, and there are 174 valid samples to be analyzed. We adopted confirmatory factor analysis and hierarchical regression analysis to test the hypotheses. The result showed that sensitivity to reward has a positive impact on in-role and extra-role performance. And sensitivity to punishment also has a negative impact on them.Based on the findings, the managerial implications included: 1.taking the SPSRQ into consideration during the selecting process; 2.in order to attain the highest efficiencies of incentive measures, supervisor may use different incentive measures depending on the sensitivity of employees; 3.supervisor may spend more time on communicating the incentive measures with employee.
