The Establishment of the model Integrated Employee's Value, Employee's Satisfaction and Employee's Performance

• Main Authors: Chun-Yi Lin, 林君怡
• Other Authors: Ching-chow Yang
• Format: Others
• Language: zh-TW
• Published: 2004
• Online Access: http://ndltd.ncl.edu.tw/handle/xxwnm5

碩士 === 中原大學 === 工業工程研究所 === 92 === Generally speaking, the value and satisfaction of <a href="http://www.ntsearch.com/search.php?q=job&v=56">job</a> significantly affect work performance for corporate. Therefore, human resource <a href="http://www.ntsearch.com/search.php?q=management&v=56">management</a> becomes a key issue for firms to seek the <a href="http://www.ntsearch.com/search.php?q=business&v=56">business</a> growth and to enhance the competitive position, in order to raise the profits. Thus, more and more the organizations devoted considerable affection to the implementation of HRM practices. HRM can reinforce human relationships and raise employee's value and satisfaction. Although several academics and practitioners have thus asserted the relationship between the employee's satisfaction and the employee's performance, there is relatively little empirical evidence for this. In the study of customer satisfaction, the perceived satisfaction is caused by the perceived value considered by customers. It is therefore, we consider the perceived value info this research, and establish the model by integrating perceived value, perceived satisfaction and employee's performance. After developing the model, we conduct a case study by cooperating with a high-tech company. The empirical study will proceed with practitioners interview, questionnaire survey, and the related statistical analysis. Then applying LISREL as the analysis implement to verify and adjust the model by integrating perceived value, perceived satisfaction and employee's performance. The conclusion of this research are summarized as following： 1.A relation-model consisted of seven dimensions and corresponding performance measures is established to describe the relations among perceived value, perceived satisfaction and employee's performance. And then relations are verified by a commercial package, LISREL. 2.The key factors significantly affecting employee's perceived value are employee's perceived quality, employee's expectation, profit sharing, and Image. 3.The key factors significantly affecting employee's satisfaction are employee's perceived quality, employee's expectation, profit sharing, Image, and employee's perceived value. 4.And the key factors significantly affecting employee's satisfaction are profit sharing, Image, and employee's perceived value. 5.There is no significant difference between <a href="http://www.ntsearch.com/search.php?q=personal&v=56">personal</a> variables on employee's satisfaction and corresponding performance.