A STUDY ON THE RELATIONSHIP BETWEEN COMPENSATION SATISFACTION AND ORGANIZATIONAL COMMITMENT ---WITH C COMPANY AS AN EXAMPLE

• Main Authors: Shin, Yen-liang, 石延良
• Other Authors: Hsin-Hsiung Lin
• Format: Others
• Language: zh-TW
• Published: 1997
• Online Access: http://ndltd.ncl.edu.tw/handle/97368640759126910782

碩士 === 大同工學院 === 事業經營學系 === 85 === A THE STUDY ON THE RELATIONSHIP BETWEEN COMPENSATION SATISFACTION ANDORGANIZATIONAL COMMITMENT---C COMPANY AS AN EXAMPLEADVISOR: Hsin-hsiung LinSTUDENT: Yen-Liang ShihTATUNG INSTITUTE OF TECHNOLOGY GRADUATE SCHOOL OF MANAGEMENT JUNE 1997 ABSTRACT Compensation satisfaction plays the crucial factors in affecting an employee''s retention. Organizational commitment is probably a better predictor because it is a more global and enduring response to the organization as a whole than job satisfaction. So in this study this student plans to examines the relationship between compensation satisfaction and organizational commitment. The study of organizational commitment is also one of the main topics in organizational behavior, and organizational commitment should be one of the goals an organization pursues. In addition, how compensation satisfaction is related to organizational commitment interests this student and motivates her to pursue a systematic study on the relationship. People differ in many ways, such as gender, marital status, age, education, and position. As we know that individual difference variables moderate the relationship between compensation satisfaction and organizational commitment, this student tries to use individual differences as a moderator to examine whether and how compensation satisfaction exert any effects on organizational commitment. Three major statistics methods were used for this study. Simple correlation analysis was adopted to explore the correlation between compensation satisfaction and organizational commitment. Canonical correlation analysis, which is intended to determine the relationship between multiple-independent variables and multiple-dependent variables, is applied in this study to analyzing the correlation between compensation satisfaction and organizational commitment. The following conclusions are derived from this investigation: 1. Compensation satisfaction have significant positive correlation with organizational commitment. 2. Gender difference in employees has significant effects on the relationship between compensation satisfaction and organizational commitment. 3. Marital status difference in employees has significant effects on the relationship between compensation satisfaction and organizational commitment. 4. Age difference in employees has significant effects on the relationship between compensation satisfaction and organizational commitment.5. Education difference in employees has significant effects on the relationship between compensation satisfaction and organizational commitment.6. Position difference in employees has significant effects on the relationship between compensation satisfaction and organizational commitment.