薪資公平認知對薪資滿足之研究－以工作績效為干擾變數

文化大學機構典藏 CCUR > 商學院 > 企業管理學系暨國際企業管理研究所 > 博碩士論文 > Item 987654321/53894

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題名:	薪資公平認知對薪資滿足之研究－以工作績效為干擾變數 A study on Salary Fairness Perception and Salary Satisfaction - Job Performance as a Moderator
作者:	高紹雲 KAO, SHAO-YUN
貢獻者:	國際企業管理學系碩士在職專班
關鍵詞:	薪資公平認知薪資滿足工作績效 salary fairness perceptio、 salary satisfaction job performance
日期:	2025
上傳時間:	2025-02-24 14:04:52 (UTC+8)
摘要:	隨著全球化與科技發展，勞動市場競爭加劇，員工對薪資的公平性和透明度愈發重視。薪資公平認知被定義為員工對其薪酬與工作貢獻之間是否平衡的主觀感知，這種感知對員工的心理狀態、工作態度及行為反應產生重要影響。本研究探討薪資公平認知和薪資滿足之關係，以及工作績效對薪資公平認知和薪資滿足之干擾效果，研究對象為產業從業人員為主要研究對象，透過問卷調查的方式收集資料，並使用統計分析方法來驗證研究假設。結果顯示，薪資公平認知對薪資滿足有顯著的正向影響。當員工認為其薪酬分配是公平的，薪資滿足感會明顯提升，這反映在其工作投入度和對組織的忠誠度上。然而，本研究進一步發現，工作績效的品質與效能構面在薪資公平認知與薪資滿足之間具有顯著的干擾作用。具體而言，當員工的工作品質或效能較高時，薪資公平認知對薪資滿足的正向影響更為顯著；相反，當這兩個構面表現較低時，這種正向關係會顯著減弱甚至消失。這表明，員工在工作品質和效能構面的表現顯著影響他們對薪酬公平性的認知與滿意度。依本研究結果顯示企業除了應重視薪酬制度的公平性，並設計合理的績效評估機制，以提高員工的薪資滿足與工作動力。同時再將績效管理與薪酬分配進行緊密結合不能淪為空談，從而促進組織整體績效的提升。 With the development of globalization and technology, competition in the labor market has intensified, and employees have paid more and more attention to fairness and transparency in wages. Perception of salary fairness is defined as employees' sub-jective perception of the balance between their salary and work contribution. This perception has an important impact on employees' psychological state, work attitude and behavioral responses. This study explores the relationship between salary fairness perceptions and salary satisfaction, as well as the interference effect of work perfor-mance on salary fairness perceptions and salary satisfaction. The research subjects are industrial practitioners as the main research subjects. Data are collected through ques-tionnaires and used Statistical analysis methods were used to test the research hypoth-eses. The results show that salary fairness perception has a significant positive impact on salary satisfaction. When employees believe that their salary distribution is fair, their salary satisfaction will be significantly improved, which is reflected in their work engagement and loyalty to the organization. However, this study further found that the quality and effectiveness aspects of job performance have a significant interfering ef-fect between salary fairness perceptions and salary satisfaction. Specifically, when employees' work quality or effectiveness is high, the positive impact of salary fairness perceptions on salary satisfaction is more significant; on the contrary, when the per-formance of these two aspects is low, this positive relationship will be significant weaken or even disappear. This shows that employees' performance in work quality and effectiveness significantly affects their perception and satisfaction of pay fairness. According to the results of this study, companies should not only pay attention to the fairness of the salary system, but also design a reasonable performance evaluation mechanism to improve employees' salary satisfaction and work motivation. At the same time, the close integration of performance management and salary distribution cannot be reduced to empty talk, thereby promoting the improvement of the overall performance of the organization.
顯示於類別:	[企業管理學系暨國際企業管理研究所] 博碩士論文

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