企业福利、员工工作满足与离职倾向之探讨（PDF 81页）

-1-::--2-74SingerLinShyjerChen?SPSSFORWINDOWSCronbach‘sαonewayANOVAPEARSON1.2.3.-3-4.-4-Studyoncorporatewelfare,jobsatisfactionandintenttoleave---Acasestudyofanewsagency---AbstractAncorporatethatprovidesexcellentsalaryandwelfareshouldbeabletopooltalentsandgainadvantageinthelabormarket.Assalaryandwelfarearepartoftheoperatingcostsofthecorporate,howtosatisfyemployees’demandsandneedsatthelowestcostswouldanimportanttaskforthemanagement.Inaddition,howdoesthewelfareprovidedbythemanagementretaintalents,boostworkingmorale,andcreateharmoniouslaborrelationships?Bysurveyingemployees’individualtraits,theiractualdemandandsatisfactionwiththecurrentwelfareincentives,themanagementcanefficientlysatisfytheirneeds.Additionally,thetheoryofcharacteristicsinlaboreconomicsisadoptedtointerpretthedifferenceinwelfarerequirementsdemandedbyhomogenousandheterogeneousemployees.Thisstudyhasbeenconductedwiththeobjectivesasfollows:(1)Studyandanalysisofthedifferencebetweenthewelfaredemandandemployee’sindividualtraits(monetaryandnon-monetarydemands).(2)Studyandanalysisoftherelationshipandeffectsamongthewelfareprovidedbythecorporate,employees’jobsatisfactionandtheintenttoleave.ThisstudyhasadoptedSPSSFORWINDOWSasthetoolforstatisticalanalysis.Forsamplingdataindescriptivestatistics,usefrequencydistribution,andexaminethelevelsofconfidenceofallfrequencytablesandtheirconsistencyandcorrelatedcoefficientCronbach‘sáofallvariables.Factoranalysisofmainingredients,singlefactorvariantanalysis,onewayANOVAandsubsequentinspectionareconductedtoreviewthedifferenceofdifferentvariables.PEARSONanalysisandREGRESSIONanalysisareusedtoexaminevariablesofindividualbackground,andthepredictabilityofcorporatewelfareinrelationtojobsatisfactionandintenttoleave.Majorfindingsincludethefollowing:1.Influencesofindividualtraitsonwelfaresatisfaction,corporatewelfaredemand,jobsatisfactionandintenttoleave:1)Basedontheanalysisonsatisfaction,onlyeducationalbackground,divisionofdepartment,andcurrentsalaryhavesignificantimpactonthesatisfactionofcorporatewelfare.2)Basedontheanalysisondifferenttypesofwelfaredemand:Gender,educational-5-backgroundanddivisionofdepartmenthavesignificantinfluenceonthedemandformonetarywelfare;andeducationalbackground,divisionofdepartmentandcurrentsalaryhavesignificantinfluenceonthedemandfornon-monetarywelfare.3)Basedontheanalysisofjobsatisfaction.Intheareaofgroupinteractionsatisfaction;gender,age,maritalstatus,educationalbackgroundanddivisionofdepartmenthavesignificantinfluence;however,intheareaofactualincomesatisfaction,onlyeducationalbackgroundanddivisionofdepartmenthavesignificantinfluence.4)Basedontheanalysisofrelationshipbetweenindividualtraitsandintenttoleave.Thereisnosignificantinfluenceingender,age,educationallevel,currentsalary,nordivisionofdepartment.Significantinfluenceofmaritalstatusisfoundhigherinfemalesthanthatofmalesonaverage.Insignificantinfluenceofdivisionofdepartment,theaverageofexecutiveemployeesishigherthanotherdepartments.2.InfluenceofcorporatewelfaremeasurestojobsatisfactionIntheanalysisofinfluenceofjobsatisfactionto“welfaresatisfaction”and“welfaredemand”;thehigherthe“welfaresatisfaction”,thehigherthe“groupinteractionsatisfaction,andthehigherthe“satisfactionwithactualincome”.However,“demandonmonetarywelfare”isinverselycorrelatedto“groupinteractionsatisfaction”,thatisthehigherthe“demandonmonetarywelfare”,thelowerthe“groupinteractionsatisfaction”.Additionally,“demandonmonetarywelfare”ispositivelycorrelatedtothe“satisfactionwithactualincome”whichindicatesthatthosewithhigher“demandonmonetarywelfare”alsohashigher“satisfactionwithactualincome”.Theresultsfoundin“demandonnon-monetarywelfare”analysisisthesameasthatofthe“demandformonetarywelfare”.3.Influenceofjobsatisfactiononintenttoleave:“Groupinteractionsatisfaction”and“satisfactionwithactualincome”areinverselycorrelatedtotheintenttoleave.Inotherwords,thosewhoaremoresatisfiedwiththegroupinteractionandactualincomearelesslikelytoquit.4.Corporatewelfaremeasureshaveinfluenceonjobsatisfactionandresultsinintenttoleave:-6-Theinfluenceof“welfaresatisfaction”ongroupinteractionsatisfaction,satisfactionofactualworkingincome,overalljobsatisfactionandintenttoleaveishighlypredicted.Positiveinfluenceispredictedwhenthesupplymeetsthedemandof“monetarywelfare”and“non-monetarywelfare”onhighgroupinteractionsatisfaction,satisfactionwithactualworkingincome,andoveralljobsatisfaction.Whichindicatesthatwhenthecorporatewelfareispromoted,employees’satisfactionandjobsatisfactionwillalsoimproveandemployeeswouldbelesslikelytoquit.Keywords:corporatewelfare,jobsatisfaction,intenttoleave.-7---------------------------------------------------1-----------------------------------------------------------2-----------------------------------------3-----------------------------------11-----------------------------------15-----------------------------------------------------------18-----------------------------------------------------------19--------------------------------------------25--------------------------------------------26------