A Study of the relationships among Perceived Pay-design Factors, Perceived Task Characteristics and Employees' Work Attitudes - Case of the Domestic Commodity Insurance Companies

• Main Authors: Lung-Hsieh Sung, 宋隆燮
• Other Authors: melien Wu
• Format: Others
• Language: zh-TW
• Published: 2003
• Online Access: http://ndltd.ncl.edu.tw/handle/09784467760715371541

碩士 === 中原大學 === 企業管理研究所 === 91 === The Study of relationships among Perceived Pay-design Factors, Perceived Task Characteristics and The Employees’ Working Attitudes – Case of the Domestic Non–Life Insurance Companies. Abstract How does the payroll system affect the employees’ working attitudes? After reviewing the literature of pay design, the variables influence pay design and its effectiveness, we found that the different individual variables to “the employees’ working attitudes” may come out a remarkable discrepancy. There are four kinds of pay-factors: the Hygiene-based pay, the Job-based pay, the Performance-based pay and the skill-based pay. The Contingent variables are Task Characteristics which includes the “variability of task output” and “analyzability of task worth”. This study applies a model named “Two-Demension Contingency Model of Pay Design” to explore the applied situation of various pay – design factors . This study is based on questionaire poll from eight Domestic Non–Life Insurance Companies with total of 165 valid returned questionaires. Statistics methods adopted in the study primarily concern descriptive statistics, t factor assessment, singular factor variable analysis, simple relevance analysis and inductive analysis with major findings concluded as follows: (1) Most of the Domestic Non–Life Insurance Companies weigh the Job-based pay and the Skill-based pay significantly more than the Hygiene-based pay and the Performance-based pay while conducting their pay design. (2) The different individual variables to “the employees’ working attitudes” do have a remarkable discrepancy except the education background and the contents of the job. (3) Factors of Hygiene and performance is significantly negative-correlation to pay satisfication and organizational commitments and job involvement. And the factors of Job and skill is significantly positive-correlation to pay satisfication and organizational commitments, job involvement and industrial relation climate as well. (4) The higher analyzability of task worth, the higher satisfication of pay, job involvement and organizational commitment. On the other hand, the variability of task output then is positive-correlation to job involvement, organizational commitment and industrial relation climate. (5) The analyzability of task worth is significantly positive-correlation to factors of Job and skill and significantly negative-correlation to factors of Hygiene and performance. Thus, the higher variability of task output, the less weights should be applied to factor of performance. In practice, non-life insurance companies put higher weights on factors of job and skill such as education background and certificates or licenses holding. (6) The factors of pay design has strong correlationship through regression analysis. (7) The result suggests non-life insurance companies shall conduct pay design based on factors of job and skill. The market norm should be a reference to maintain the level of hygiene factor. While applying performance factors, job level of the employee, timing should be carefully considered to reduce the impact of negative working attitude.