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Student Number 984307030
Author Hsieh Kuo- Ming(謝坤明)
Author's Email Address No Public.
Statistics This thesis had been viewed 672 times. Download 11 times.
Department Executive Master of Human Resource Management
Year 2010
Semester 2
Degree Master
Type of Document Master's Thesis
Language zh-TW.Big5 Chinese
Title The relationship between variable compensation scheme and employee retention - Case Study in E company
Date of Defense 2011-06-24
Page Count 56
Keyword
  • compensation
  • retention intention
  • variable pay
  • work performance
  • Abstract   Facing competitions within the same industry or between different industries, how to utilize human resources related functions and assist corporate to build up suitable mechanism to improve employees’ and business performance is the challenge and inevitable responsibilities of all human resource officer.
      Following the change of structure and value of labor market, nowadays corporate put more emphasis on the profit sharing and ways of bonus distributing; thus how to motivate employees to work harder and help corporate create values will be the key of becoming a successful company. To provide an effective compensation incentive and satisfy employees’ psychological needs is the most fundamental 、effective and also a win-win method for corporate and employees.
      This study researches E company’s four- year sequential compensation data, analyzing how the percentage and absolute value of variable pay affect the employee’s performance and retention in the next year. The research result indicates that variable pay has a significant and positive effect on the employees’ performance in the next year, given the same sex、education、position and working years. For retention, the result is generally consistent with theory but is not significant. By comparing the data before and after variable pay policy, the larger difference of variable pay between employees is positively and significantly related to retention of employees with good performance.
    Table of Content 中文提要………………………………………………………………I
    英文提要………………………………………………………………II
    誌謝………………………………………………………………III
    目錄………………………………………………………………IV
    圖目錄………………………………………………………………V
    表目錄………………………………………………………………VI
    第一章緒論…………………………………………………………1
    1-1研究動機……………………………………………………1
    1-2研究目的……………………………………………………4
    1-3研究流程……………………………………………………5
    第二章文獻探討……………………………………………………6
    2-1薪酬的定義…………………………………………………9
    2-2激勵薪………………………………………………………14
    2-3激勵薪酬的理論基礎………………………………………16
    2-4激勵薪酬與個人工作績效及行為關聯……………………19
    第三章研究方法……………………………………………………22
    3-1研究架構……………………………………………………22
    3-2個案公司背景資料…………………………………………23
    3-3資料期間及來源……………………………………………26
    3-4研究變項定義源……………………………………………26
    3-5資料分析方法………………………………………………30
    第四章研究結果與討論……………………………………………31
    4-1樣本敘述性統計分析………………………………………31
    4-2激勵薪(比例、總額)對於次年工作績效的影響………34
    4-3激勵薪(比例、總額)對於次年留任的影響……………38
    4-4激勵薪政策影響補充分析…………………………………42
    第五章結論與建議…………………………………………………48
    5-1結論…………………………………………………………48
    5-2管理意涵……………………………………………………50
    5-3研究限制……………………………………………………53
    參考文獻………………………………………………………54
    Reference 中文部份
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    英文部份
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    Advisor
  • Nien-Chi Liu(劉念琪)
  • Files
  • 984307030.pdf
  • disapprove authorization
    Date of Submission 2011-07-11

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