薪酬制度、組織氣候與員工工作績效關聯性之研究－－以臺灣紡織業為例

The Study of the Association among Compensation System, Organizational Climate and Job Performance in Taiwanese Textile Industry

本研究的主要目的在於探討台灣紡織業之薪酬制度、組織氣候和工作績效之關聯性。首先彙整相關文獻，瞭解基本理論和釐清各變項間之關係，以建立研究架構和基本假設；其次，針對台灣紡織業進行實證調查，共獲得131份（家）有效樣本資料。研究結果顯示，薪酬制度、組織氣候分別對企業員工之工作績效具有主要影響和中介影響；因此，建議組織宜針對不同屬性員工和其工作特質，發展不同組合之薪酬制度，以產生激勵作用；並且應在因應產業轉型與技術提昇之際，也注重正面組織氣候之營造。

The purpose of the study is to examine the relationship among the compensation system, organizational climate, and job performance in Taiwanese textile industry. First, we purposed a research model and hypotheses based on literature review which was employing to clarify the theory concept and the association among research variables. Secondly, we got 131 valid samples from the conducting of a survey in the industry. The results showed that the compensation system and organizational climate had the main effect and the moderate effect respectively on job performance. We suggested that organizations should develop different compensation systems in order to obtain the different incentive consequence to employees in diverse attributions and job characteristics. Besides, organizations need to create a positive organizational climate while facing on the transformation of the industry and during skill upgrading.