半導體業分紅入股制度與員工行為關係的研究

Abstract

台灣半導體產業的快速發展，在世界佔有一席之地，一般認為除了政府的大力支持及經營者正確之經營策略外，另一主要原因在於員工分紅入股制度，吸引高素質人才加入，用以激勵生產力。本研究主要在探討台灣半導體業分紅入股制度（分成分紅入股滿意度及分紅入股公平認知）與員工績效、員工態度（包括工作滿足、離職傾向、組織承諾及工作投入）及員工參與（包括溝通及工作團隊）之關係；採用問卷方式收集資料，調查對象為台灣半導體業相關公司（包括台積電、聯電、華邦、矽統及世界先進等公司）的員工，共收集202份有效問卷，主要的資料方法為信度分析、頻次分析、簡單平均、變異數分析及相關分析。 研究結果發現： 1.分紅入股滿意度與員工績效、員工態度及員工參與關係達到顯著水準；與員工績效之相關性為正的低度相關，與工作滿足之相關性為正的中度相關，與組織承諾及工作投入之相關性皆為正的低度相關，與離職傾向之相關性為負的低度相關，與溝通之相關性為正的中度相關，而與工作團隊之相關性為正的低度相關。 2.分紅入股公平認知與員工績效、員工態度及員工參與關係達到顯著水準 ；與員工績效之相關性為正的低度相關，與工作滿足及組織承諾之相關性皆為正的中度相關，與工作投入之相關性為正的低度相關，與離職傾向之相關性為負的低度相關，與溝通之相關性為正的中度相關，與工作團隊之相關性為正的低度相關。 3.在人口統計變數與員工績效、員工態度及員工參與之關連性部份，員工年齡越高時，員工之分紅入股滿意度、分紅入股公平認知、組織承諾及工作投入越高；在本公司工作的時間越久，員工之分紅入股滿意度、分紅入股公平認知及工作滿足越高；正式員工之工作投入會比僱員高，工作類別之層級越高者，員工之分紅入股滿意度、分紅入股公平認知越高，工作績效表現的越好；婚姻狀況為已婚者，員工之分紅入股滿意度、分紅入股公平認知越高；個人參與過分紅入股的次數越多者，其分紅入股滿意度、分紅入股公平認知、工作滿足、組織承諾及工作績效越高；個人薪資月收入偏高者，其分紅入股滿意度、分紅入股公平認知及工作滿足會越高。

Semiconductor industry of Taiwan is developed rapidly and has an important position in the world. In addition to Taiwan government’s fully support, another major reason to attract high quality manpower into this industry to result in high productivity is profit sharing by company’s stock. The research attempts to discuss the relation between profit sharing rules specified in IC industry of Taiwan (divided by employee’s satisfaction and fairness recognition) and employee performance, attitude and participation. We used questionnaire to collect data from people who are working in IC related company (companies include TSMC, UMS, Winbond, SIS and Vanguard). Effective questionnaires are 202. Analysis methodologies are confidence analysis, frequency analysis, simplification average and relative analysis. We find the results as follows. 1. The relations are positive between profit sharing satisfaction and performance and participation of employee. 2. The relations are positive between profit sharing fairness recognition, performance, working attitude and participation of employee. 3. Regarding the relation between population statistic variable, working attitude and participation of employee, we find the higher age of employee, the more profit sharing satisfaction, fairness recognition and team commitment. Same as above, the senior, higher grade, better performance, married, experienced in profit sharing, higher wage employees have more profit sharing satisfaction, fairness recognition and team commitment.