依據104人力銀行於2023年9月公布之人力資源報告顯示，現今各行業雇主反映人才招募困難，留任更為不容易，且2022年較2021年反應有「薪資福利競爭力不足」與「企業知名度低」的企業變多，對應的解決之道在於提高薪資、員工居家彈性工作策略等措施。據此可得知，欲在勞動市場中獲取人才須具市場薪資競爭力，惟薪資待遇較高，能否促使員工展現工作態度及提升員工幸褔感，則有待進一步探討。本研究以我國經濟部所定義之「電子零組件製造產業從事半導體、被動電子元件、印刷電路板、光電材料及元件行業等」為研究範疇，以前述行業所屬員工為研究對象，研究主旨為探究員工薪酬因素對工作態度與員工幸福感之間的關係，並以知覺薪資公平與人口統計變項探討其交互作用的影響程度。
本研究採用調查研究法透過線上問卷方式進行調查，共回收198份有效問卷，將所獲得之數據資料透過SPSS軟體進行分析。研究結果發現，薪酬因素的認知確實會對其工作態度及幸福感產生影響，人才在薪酬因素認知的情形，會影響工作的態度與表現。在管理意涵上，建議電子零組件業在人才管理方面，可提供員工透明化的薪酬認知，進而能夠正向引導員工的工作態度，強化其工作投入，以創造雙贏局面。建議後續研究可延續探究新興且高競爭優勢之行業或領域，如人工智慧、醫療生技及新能源領域等，以瞭解不同行業或領域別之薪資因素對人才管理之影響。並可透過質性方法的探討，進一步了解員工對於薪酬因素、知覺薪酬公平對於其工作態度及工作幸福感之影響因素分析。
The human resources report released by 104 Job Bank in September 2023 showed that employers across various industries are finding it challenging to recruit and retain talents. There is an increasing number of companies facing issues such as "insufficient competitiveness of compensation " and "low corporate recognition” in 2022 compared to 2021. The suggested solutions involve improving compensation and implementing a flexible work-from-home policy. To attract talent in the labor market, it's crucial to have competitive salaries, but the impact of higher remuneration on employees' work attitudes and happiness requires further exploration. This study focuses on the electronic parts and components manufacturing industry defined by Taiwan's Ministry of Economic Affairs, involving employees related to semiconductors, bare printed circuit boards, optoelectronic materials, and components. This study aims to deeply explore the relationship between compensation, work attitudes, and employee well-being. while examining the impact of perceived equity on compensation and demographic variables on their interaction.
This study used a survey research method with online questionnaires, and a total of 198 valid responses were collected. The data were analyzed through SPSS software. It is found that the perception of compensation indeed affects work attitudes and well-being. It is known that the perception of compensation influences work attitudes and performance. Companies are advised to provide transparent compensation awareness in employee management, which may positively affect work attitudes and work dedication, creating mutual benefits between companies and employees. Furthermore, future research could explore to emerging and highly competitive fields such as artificial intelligence, medical biotechnology, and renewable energy, to understand the impact of compensation factors on employee management in different sectors. The study could also be enhanced through qualitative methods to further analyze the detailed influences of employees' perceptions of compensation factors and perceived compensation equity on their work attitudes and job well-being.
