激勵制度實證研究-以中石化廠為例

Abstract

本研究以工作特性理論(Job Characteristics Model,JCM)與兩因子論為 基礎，取剛從國營轉成民營的中石化廠為樣本，探討不同屬性員工對於激 勵制度中各項因素的滿意程度與組織目標（高工作滿足感、高工作績效、 低離職可能性及低缺席率）間的關係，進而整理出激勵與保健因素。實證 結果發現，JCM指標可以準確預測中石化廠員工的工作滿足感，但對工作 績效、離職可能性及缺席率預測效果較不佳。所以本研究就影響不同屬性 員工工作績效、離職可能性及缺席率因素，另外建立預測指標。根據JCM 指標與本研究建立的指標，找出提昇石化廠員工工作滿足感的因素為加強 工作自主性、工作完整性、工作技能多樣性、工作重要性、工作回饋性及 工作內群體關係等滿意度；提昇工作績效的因素為加強工作自主性滿意度 ；降低離職可能性的因素為加強工作保障、彈性上下班制、津貼制度等因 素滿意度;降低缺席率的因素為減低員工工作保障滿意度。由於工作保障 的滿意度同時具有正負面效果，所以激勵員工時不可使員工滿意度過高。 最後，分析中石化廠員工的工作現況，發現三個問題，分別是技術員工作 績效低落；工程師管理師工作績效高，離職可能性也高；全廠高績效群員 工有高離職傾向。本研究依實證模式與激勵理論，建議樣本工廠落實彈性 上下班制、恢復危險津貼、成立以場或課為單位工作自主性團體及加強技 術員工作內群體關係，改善全廠員工工作狀況。 Base on both JCM(Job Characteristics Model) and Dual-Factor theories, this empirical study takes samples from the China Petrochemical Development Corporation(CPDC) to explore the relation between HRM(Human Resource Management)factors and organizational goals(high satisfaction, high performance, low resignment, low absence). Further, these HRM factors are they classified into motivator and hygiene factors. Research results show that the JCM score can precisely predict an employee's job satisfaction, but not for his/her performance,resignment,and absence level. Thus,another predictor is developed for the prediction of employees' performance, resignment, and absence levels.According to JCM and the predictor developed in this research, factors such as skill variety,task identity,task significance,autonomy,feedback, and group relationship are found as the motivators which can increase employee satisfaction;autonomy is the factor to increase employee performance;job security, flexible working schedule, and allowance are the factors to decrease employees' resignment possibility;and an employee's job security satisfaction is the factor decreasing his/her absent rate. Because the satisfaction of the job security levels to positive as well as negative effects, the degree of job security to employees should not be over emphasized. Finally, three problems have been found in the analysis. Namely, they are technicians of low performance,high performance engineers with possible high resignment potential, and high resignment rate for high performance group in the factory. According to one empirical results,several issues regarding job design such as the introduction of flexible working schedule, the resume of hazard allowance,the development of autonomy, and group relationship are suggested in the research to solve the identified CPDC motivation system problems.