組織精簡後留任員工對薪酬結構認知、分配公平知覺、激勵制度滿意對生涯發展之研究—以N公司為例

Abstract

金融保險業在經過多年的競爭對抗、第二次金改、金融海嘯的衝擊下，企業紛紛繼出裁員及組織精簡的政策。再者，企業對於留任員工的整體照顧下，內部薪酬制度也會隨著精簡後的改變而有所更動。亦甚多企業在進行組織變革後，會針對薪酬結構進行必要性的調整。由於，薪資乃員工所追求的工作目的的最重要滿足因素之一，一旦員工的需求未獲得滿足，在組織內未得到相對的激勵，則會造成員工考量是否繼續在組織內發展或在生涯規劃上另做盤算，然而薪酬結構認知、分配公平知覺、激勵制度滿意、生涯發展傾向之間的關係為何，據此，本研究透過實證研究瞭解變項之間的影響。 研究對象為台灣早期成立民營產物保險公司。N公司目前係國內某金控公司所屬之子公司，主要經營業務範圍有企業金融、個人金融、財富管理及財務金融等。台灣N公司於2008-2009年進行組織精簡，截至發放問卷之前的員工數統計為2189人。本研究採分層抽樣(stratified sampling)方式，針對目前尚留任於台灣N公司之員工進行問卷發放，共計發放600份問卷，有效回收份數為494份，有效回收率為82.33％。最後，根據本研究所提出的結構模式進行分析後，瞭解到薪酬結構認知對分配公平知覺與激勵制度滿意有正向的影響，分配公平知覺對激勵制度滿意、生涯發展傾向有正向的影響，而激勵制度滿意對生涯發展傾向並無顯著的影響。 本研究貢獻希望作為企業在日後進行組織簡化時，擬定如何留住員工配套措施的參考依據，再者可以協助員工規劃長遠的職涯目標，讓企業了解員工的價值，進而留住優秀的員工；最後，本文能夠引發對此領域更多後續研究。 Under the impacts of over competition, the secondary financial reform and the financial tsunami, the financial and insurance institutions use the organizational downsize policy for reducing expenses. The institutions make the necessary adjustment of the compensation structure after organizational reform. It has been used as the tool to inspire the employees and improve organization system. The employees’ recognition of the distributive equity would be affected by the compensation structure. The employees are not motivated by appropriate promotion and encouragements within the organizations. It is not positive for employees to be retained or be given a long term career development. This research is based on empirical study to realize the relationship and effect between compensation structure, distributive equity, motivation program satisfaction, and career development orientation. The research target, N Company, is an early established insurance company in Taiwan. It carried out the organizational downsize program during 2007 to 2009. There were 2189 employees till this research questionnaire was closed. This research uses the stratified sampling and 600 questionnaires have been delivered to the current employees of N Company. The valid questionnaires are 494, and the return rate is 82.33%. According to the structure-mode analysis, it is found that distributive equity has positive correlation with motivation program satisfaction and career development orientation, but motivation program satisfaction has no statistical significance with career development orientation. It hopes that the research result would be the reference for the corporation drawing up the measures to retain the employees while it simplifies the organization. Further more, it makes the corporation to help employees plan a long term career objective, and to realize the value of employees to retain the good ones. Finally, hopes this paper would induce more sustained research on this area.