A Study on Motivation and Hygiene Factor Preferences of Employees in Taiwan and Mainland China－Taking the X Electronic Component Company as an Example

• Main Authors: Ya-Huei Huang, 黃雅惠
• Other Authors: Shean-huei Lin
• Format: Others
• Language: zh-TW
• Published: 2009
• Online Access: http://ndltd.ncl.edu.tw/handle/46365355265189176413

碩士 === 美和技術學院 === 經營管理研究所 === 97 === Different social economic systems across the strait may affect work values of employees, which may result in different preferences in motivation and hygiene factors of employees across the strait. In an attempt to create a win-win situation for enterprises on both sides of the strait, this study investigated the motivation and hygiene factor preferences of employees in a Taiwanese electronic component company with factories in both Taiwan and Mainland China through quantitative questionnaires. The findings can serve as a reference for the management of X electronic component company and related enterprises. Conclusions and recommendations of this study include: 1.The nine preference conformities on the motivation factor for employees in Taiwan and Mainland China are significantly different in the sense of responsibility, work content, the working environment and status. Taiwanese employees tend to conform or moderately conform, while employees in Mainland China tend to moderately conform or not conform. There are no significant differences in identity, achievement, growth, promotion and personal factors. 2.The degree of conformity for the sense of responsibility is the highest among all motivation factors. Employees in both Taiwan and Mainland China believe in a high sense of responsibility. It is recommended to X company to keep this excellent tradition to encourage employees. 3.The degree of preference conformity for status is the lowest among all motivation factors. Employees of both Taiwan and Mainland China score low in the background variables of gender, martial status and position. They believe their status does not bring added values. It is recommended to X company to make employees feel respected by their positions. 4.The degree of preference conformity of employees across the strait for the seven hygiene factors has significant differences in salary, company policy and management practice due to different regions. Taiwanese employees tend to conform or moderately conform, while employees in Mainland China tend to moderately conform or not conform. There is no significant difference in supervision, personal relationships, actual working conditions, benefits and work protection. 5.Supervision and personal relationships of employees across the strait conform moderately; they scored the highest among all the hygiene factors. It is recommended that X company maintains and establishes relevant hygiene factor policies to satisfy employees. 6.In the aspect of salary, employees across the strait express that their current salary is different from expected and is insufficient. Salary scored the lowest among all hygiene factors. Thus, X company should establish a rewarding system to promote the performance and needs for employees across the strait in order to keep excellent talents.