中央研究院特殊優秀人才獎勵金制度之研究：組織公平知覺觀點

• Main Authors: 洪婉婷, Hong, WanTing
• Language: 中文
• Published: 國立政治大學
• Subjects: 組織公平知覺; 彈性薪資; 人才延攬留任; perception of organizational justice; flexible salary; recruitment and retention talents
• Online Access: http://thesis.lib.nccu.edu.tw/cgi-bin/cdrfb3/gsweb.cgi?o=dstdcdr&i=sid=%22G1009213221%22.

本研究係探究中央研究院執行科技部補助獎勵特殊優秀人才獎勵金之情形，研究主軸有三，分別是(一)瞭解個案研究機構執行該獎勵計劃之方式、(二)檢視研究人員對於任職單位執行該獎勵計劃的分配公平及程序公平知覺，(三)探究研究人員對於獎勵計劃實施成效之看法。透過問卷調查法及深度訪談法進行，回收問卷有效樣本201份，深度訪談9位人員。 研究結果發現，多數單位透過行政人員主動將申請科技部獎勵計畫之資訊，超過七成以上受試者對任職單位採用審查方式有所瞭解。評核標準方面認同以學術研究研究成果為主要考量因素，多採取密件或口頭通知獲獎人員，且獲得獎勵金者在接收獎勵申請訊息較充足。在分配公平及程序公平認知方面，多數認同獲獎者按照個人研究的績效差異，獲得不同的獎勵分配，普遍不認同獎金採平均分配；高達九成以上受試者認同審核成員或委員會決定獎勵名單，避免對任何人有偏見，且多數認同應秉持「公正性」、「客觀性」做出「正確性」的獎勵名單。實施成效上認同應有充分穩定的經費來源，且獎勵金達到單位內留才功能大於外部攬才之功能。 在現行待遇制度無法調整下，運用彈性薪資方式，額外給與特殊優秀的研究人才非法定的獎勵金，對人才延攬及留任方式有所助益，本研究建議行政院其他給與項目法制化作業的過程應採取積極開放的態度；組織內部管理面，建議邀集同仁參與討論，訂定符合公平及公正之獎勵執行規定，採取委員會方式審查獎勵名單並公布受獎名單，並可思考規劃訂定明確的實質分配法則，使各獲獎人員間之獎勵額度應有差異性，且研究績效良好程度與獎勵額度成正比關係，以有效地激勵員工。 === This study focuses on the execution of fellowships provided by Ministry of Science and Technology for for outstanding talents. The purposes of this study are: 1. How the fellowships are distributed; 2. The perceptions of distributive and procedural justice of research fellows from different institutes; 3. Opinions of research fellows for the effectiveness of the fellowships. The study is conducted through questionnaires with 201 effective samples, and interviews with 9 fellows. This study indicates that most of the institutes actively notify their fellows about the fellowships. More than 70 percents of experimental subjects know the way of distribution, while senior fellows know more well. The examinees recognize using research achievement as a major measure for distribution. Most of the fellows receiving fellowships are notified by classified or oral notices, and more informed about the fellowships. In perceptions of distributive and procedural justice, most examinees prefer distributing fellowships by research achievement of each individual rather than uniformly, and also agree with establishing a distribution committee to avoid prejudices. In addition, many of experimental subjects suggest that the fellowships should be stable and long-term, while thinking the money contributes more to staying instead of recruiting elites. Under current statutory and fixed salary structure, additional and flexible bonus contributes to staying and recruiting talents. We suggest that Administrative Yuan should be more open and aggressive when regulating and adjusting salary structure. For Academia Sinica, the fellowships should be always distributed by corresponding committees in a fair and differentiated manner which are fully and publicly discussed. The amount of fellowship should also be proportional to individual's research achievement to effectively drive employees.