文档介绍：报酬结构丶认知公平与研发人员绩效关系之研究
2>人力资源管理学报 2002春季号第二卷第0>一期 PP 019-035 报酬结构、认知公平与研发人员绩效关系之研究: pensation System, Equity Cognition and Individual Performance of R&D Staffs: From a Taiwan High-Tech Research Institution ***温金丰钱书华 Jin-Fung Uen, Shu-Hwa Cien 91年4月18日收稿,91年4月23日修改,91年4月24日接受刊登摘要本研究主要是从台湾的组织实务中,验证研发人员报酬结构(依参考标的分为技能薪给、工作薪给、绩效薪给三个变项)会受到分配公平认知(依参考标的分为外部公平、内部公平、与个人公平三个变项)与程序公平认知(依参考标的分为公开、沟通、参与、与申诉四个变项)的中介作用,进而影响员工的任务绩效与情境绩效;并试图建立一个较完整的架构,来说明报酬结构与员工个人绩效间之关系。本研究针对台湾某一大型高科技研究机构之研发人员,进行问卷调查,共调查117位研发人员。主要的研究结果为:(1)技能薪给、工作薪给与分配公平认知、程序公平认知各变项均呈现正相关。报酬结构对分配公平认知中的内部公平与外部公平的解释力达显著水准;对程序公平认知各变项的解释力都达到显著;(2)分配公平认知、程序公平认知都与任务绩效、情境绩效呈现正相关;但分配公平认知与程序公平认知对任务绩效的共同解释力及个别解释力都未达显著水准;对情境绩效的共同解释力及个别解释力都达显著水准;(3)程序公平认知对情境绩效的解释力略高於分配公平认知。因此,本研究推论:对高科技组织的研发人员而言,以技能为基础的报酬制度设计,将有助於提升其公平认知,并进而增进其情境绩效。关键字:报酬结构、公平认知、任务绩效、情境绩效、高科技组织研发人员 ABSTRACT This research attempts to establish an appropriate model to examine that, in Taiwan high anizations, R&D staffs’ task and contextual performance will be affected pensation structure through the mediation of distributive and procedural equity. By stratified random sampling, the sample consists of 117 R&D staffs from a high-tech research institution. The important findings are as follows: (1) skill-based and job-based pay are both positively correlated to cognition of distributive and procedural equity; explanation coefficients pensation are significant to internal, external, and procedural equity. (2) Distributive and procedural equity are both positively correlated to task and contextual performance; explanation coefficients of distributive and procedural equity are not significant to task performance, but both of these are significant to contextual performance. (3) The explanation power of cognition of procedural equity to contextual performance is higher than distributive equity. Based upon these findings, the final conclusion is that skill-based pay will raise the equity cognition of R&D staffs, and then improve their contextual performanc