A study present on the relationships in correlations among the salary fairness recognition, bonus fairness recognition, salary satisfaction, bonus satisfaction and working attitude:the case study of the networking industry.

• Main Author: 呂麗敏
• Other Authors: 夏榕文
• Format: Others
• Language: zh-TW
• Published: 2008
• Online Access: http://ndltd.ncl.edu.tw/handle/47402588883188864030

碩士 === 中華大學 === 科技管理學系(所) === 96 === Salary reward together with bonus reward can be defined as employee received generous remuneration after he whose service has been performed. In reality, the distribution of salary reward and bonus reward are so importantly essential attraction for employee to choice Hi-Tech industrial position. Assorted salary reward package will certainly stimulate employee’s degrees of working willingness & positive working attitude, as a result of salary reward and bonus reward are much highly important guidance in terms of indication and focus point in the Hi-Tech HR capital retention system as a leveraging human captain on to all staff. To face these key elements that potentially influence the attitude of employee as to reach its break even points by not only employee’s desire but also original efficiency in order to sustain highly qualify skill employee’s retention to fully continuously support enterprise overall mission as to reach its effectively performance. The research thesis mainly focus on the Network Industry as recently well known one of the top market leading status of Alpha Networks Inc. is the sample selection for this thesis study. To further investigate the degree of fair recognition between salary reward & bonus reward, also the measurement of individual satisfaction among different categories of employees. By crossing over work performance & statistical demography in overall taking into consideration towards those random samples selection out of 440 samples data bases, there are sufficient return 276 samples, but invalid 47 samples, thus counting effectively are 229 samples overall. As its statistical analyzing tooling by SPSS software, after the data reality analyzing & evaluating as in conclude below considerable points, such as: 1. The remarkable differences between salary reward as degrees of fairness. 1.1 Employee’s salary reward distribution fairness is greatly impact by employee’s types of position and their titles as in sequential meaningful recognition towards correspondence employee. 1.2 Employee’s salary reward as in progression fairness is greatly impact by employee’s types of position as significantly towards correspondence employee. 2. The noticeable differences between employee’s salary reward fairness in degrees of recognition is strongly impact by “satisfaction of salary reward” and “salary reward distribution fairness” as significantly towards correspondence employee. 3. The striking differences between satisfy of salary reward and bonus reward. Salary reward and Bonus reward for working attitude is greatly impact by job satisfaction and organizational promise to reach its remarkable standard as significantly in the statistic research founding. 4. Not so much significantly differences between salary satisfaction with statistical demography for employee’s working attitude crossing over its correlation. 5. The remarkable differences between vary staff attribute and the prize reward fair cognition degrees has reveals the difference staff “the fair salary reward assignment also the cognition degree to receive “the staff attribute” under the construction surface of the sex, education level, the working service duration, and the duty types as influence, but has reveals the significance. 6. The relations of staff bonus reward fair recognition to the bonus satisfaction. As staff “the bonus reward fair recognition” to “the bonus reward satisfaction” reaches its reveal standard as in statistical significance. 7. Not so much significantly differences between bonus satisfaction & statistical demography in crossing over correlations to the staff working attitude, not to have reveals its difference.