Comparative Study of the Effect of Stock Option and Profit Sharing on Job Satisfaction, Organizational Commitment and Job Performance in Taiwan High-Technology Companies

• Main Authors: Yi-hung Lin, 林宜宏
• Other Authors: Tze-Li Kang
• Format: Others
• Language: zh-TW
• Published: 2004
• Online Access: http://ndltd.ncl.edu.tw/handle/52037437791341438783

博士 === 國立彰化師範大學 === 工業教育學系 === 92 === The purpose of this study was to investigate the effect of Stock Option and Profit Sharing on job satisfaction, organizational commitment and job performance in Taiwan high-technology companies. To fulfill these study purposes, literature review on theories of job satisfaction, organizational commitment and job performance was dopted to form the basis of this study. A questionnaire survey was also used to collect the empirical data, which would lead to the in-depth “quality” analysis of current practices. Some concrete conclusions and suggestions were drawn to recommend to the high technology companies.We concluded the following issues based upon documentation analysis and field test results. 1.The samplers from Stock Option have a higher level of job satisfaction than those from Profit Sharing. 2.The samplers from Stock Option have a higher level of organizational commitment than those from Profit Sharing. 3.The samplers from Stock Option have a higher level of job performance than those from Profit Sharing. 4.There were positive relationships between job satisfaction, organizational commitment and job performance on the samplers of Stock Option and Profit Sharing. In other words the higher job satisfaction there enhanced, the higher organizational commitment undertaken. The higher job satisfaction there enhanced, the higher job performance there showed. The higher organizational commitment undertaken, the higher job performance there showed. The higher job satisfaction there enhanced, the higher job performance there showed. 5.There exist obvious distinctions on job satisfaction in the samplers of Stock Option and Profit Sharing for the differences of their sex, age, education background, salary and so on. 6.There exist obvious distinctions on organizational commitment in the samplers of Stock Option and Profit Sharing for the differences of their sex, age, education background, work position, salary and so on. 7.There exist obvious distinctions on job performance in the samplers of Stock Option and Profit Sharing for the differences of their sex, education background, work position, salary and so on. 8.The important predicted factors on job performance were hard willingness, general satisfaction and internal satisfaction from the samples of Stock Option. In other words the more hard willingness there undertaken, the higher job performance there showed. 9.The important predicted factors on job performance were hard willingness, internal satisfaction from the samples of Profit Sharing. 10.The job satisfaction was through organizational commitment imposed a direct or indirect influential effect on job performance. 11.The internal satisfaction, external satisfaction and general satisfaction leaded to a direct influence effect toward organizational identification, hard willingness and stay-job willingness, and through hard willingness and calculated commitment imposed an indirect influential effect on task performance and situation performance. Simultaneously, hard willingness and calculated commitment will have direct position influential factors on task performance and situation performance. Finally, some recommendations for school, High Technology Company and further study were suggested.