English  |  正體中文  |  简体中文  |  Post-Print筆數 : 11 |  Items with full text/Total items : 89686/119522 (75%)
Visitors : 23946051      Online Users : 126
RC Version 6.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.
Scope Tips:
  • please add "double quotation mark" for query phrases to get precise results
  • please goto advance search for comprehansive author search
  • Adv. Search
    HomeLoginUploadHelpAboutAdminister Goto mobile version
    政大機構典藏 > 商學院 > 企業管理學系 > 學位論文 >  Item 140.119/95432
    Please use this identifier to cite or link to this item: http://nccur.lib.nccu.edu.tw/handle/140.119/95432


    Title: 知識工作特性與薪酬制度之關聯性研究
    Relationships between the characteristics of knowledge work and compensation
    Authors: 李佩蓉
    Lee, Pen Jung
    Contributors: 韓志翔
    李佩蓉
    Lee, Pen Jung
    Date: 2002
    Issue Date: 2016-05-09 16:14:17 (UTC+8)
    Abstract:   According to Drucker (1994), knowledge workers already give the emerging knowledge society its character, its leadership, its central challenges and its social profile. They may not be the ruling class of the knowledge society, but they already are its leading class.
      Today, as the competition rises and work becomes more complex, the importance of knowledge is widely acknowledged by corporate. Knowledge worker is the key to the success of a corporate, and its importance within an organization rises dramatically day after day. Thus, firms need to make a better compensation strategy to retain and reward human capital. As knowledge work becomes an emerging work, it brings me the intention of conducting such a research to explore about the characteristics of knowledge works and the pay strategies of corporate.
      Hence, 1000 questionnaires and postage-paid return envelopes were distributed randomly to workers at different positions and departments within firms in Taiwan. Additionally, Taiwan Compensation Report 2001 published by Watson Wyatt was employed in this study. From the results obtained, task complexity and job autonomy does have a positive association to paying for knowledge. Second, task complexity, task visibility and job autonomy are significant to variable pay according the result obtained from the questionnaires. Whereas only task complexity are shown to affect positively to the variable pay based on the data of Taiwan Compensation Report 2001. Finally, task complexity does have a positive relation to pay level. Despite to the fact, the recession during year 2000 does affect the result for this research.
    Reference: 1. 陳琇玲譯 (2001),Druker, Peter原著,杜拉客精選:個人篇,天下遠見出版。
    2. 張玉文、林佳蓉、林季蓉譯 (2002),Druker, Peter等原著,知識工作者必備手冊,天下遠見出版。
    3. 鄧邦雯 (1998),工作特性與薪資給付基礎關係之研究,國立政治大學勞工研究所碩士論文。
    4. 阮愛寬 (1996),知識工作者勞資關係認知之探討:以新竹科學園區為例,國立政治大學勞工研究所碩士論文。
    5. 陳彥融 (1999),知識型工作者績效管理網路系統建構--媒體工作者績效管理之研究,國立政治大學傳播研究所碩士論文。
    6. 陳人豪 (2001),兩岸員工工作價值觀與工作特性對工作態度之影響,國立中央大學人力資源管理研究所碩士論文。
    7. 蔡宏銘 (2000),台灣地區網路服務業的績效評估與薪酬制度之研究,朝陽科技大學工業工程與管理研究所碩士班論文。
    8. 呂華棣 (2001),員工個人屬性與工作特性之滿意度及中階主管配適管理才能之關聯性研究-以台電公司總管理處員工為例,國立交通大學經營管理研究所碩士論文。
    9. 張舒婷 (2001),營造廠薪資設計要素與組織環境特性、工作特性相關性之研究,朝陽科技大學營建工程系碩士班論文。
    10. 沈介文 (1992),工作可察性、工作特性、與社會賦閒效果關係之研究,淡江大學管理科學研究所碩士論文。
    11. 劉立倫 (1991),工作特性、結構特性、組織控制型態、與控制失誤-以工作織位為分析單位之研究,國立政治大學企業管理研究所碩士論文。
    12. 諸承明 (1996),薪資設計要素與組織效能關係之研究-以組織特性與任務特性為情境變項,台大商研所博士論文。
    13. Anonymous 2001. Pay levels in retail vary by industry segment. Workspan, Scottsdale, Dec, 44 (12); pp. 10-11.
    14. Baron, J. N. & Kreps, D. M. 1999. Strategic Human Resources — Frameworks for General Managers. Wiley.
    15. Bergmann, T. J. & Scarpello, V. G. 2001. Compensation Decision Making. 4th edition, Harcourt College Publishers.
    16. Beyerlein, M. M. et al. 1995. Advances in Interdisciplinary Studies of Work Teams: Knowledge Work in Teams. 2, JAI Press, London.
    17. Breaugh, J. A. 1985. The measurement of work autonomy. Human Relations, 38, pp. 551-570.
    18. Brass, D. J. 1985. Technology and the structuring of job: employee satisfaction, performance, and influence. Behavior and Human Decision Processes, 35, pp. 216-240.
    19. Campbell, D. J. 1988. Task complexity: A review and analysis. Academy of Management Review, Briarcliff Manor, Jan, 13 (1), pp. 40-52.
    20. Campbell, D. J. 1991. Goal levels, complex tasks, and strategy development: A review and analysis. Human Performance, 4, pp.1-31.
    21. Carnell, M. & Kuzmits, F. E. 1982. Personnel: management of human resources. Columbus, Ohio: Merrill
    22. Carter, T. J. 1999. Are wages too low? Empirical implication of efficiency wage models. Southern Economic Journal, Chapel Hill, Jan, 65 (3), pp. 594-602.
    23. Christensen-Szalanski, J.J. 1980. A further examination of the selection of problem-solving strategies: The effects of deadlines and analytic aptitudes. Organizational Behavior and Human Performance, 25, pp. 107-122.
    24. Collins, D. 1998. Knowledge Work or Working Knowledge?: Ambiguity and Confusion in the Analysis of the "Knowledge Age". Journal of Systemic Knowledge Management, University of Sunderland, March, 1998. http://www.tlainc.com/article7.htm
    25. Davenport, T. H., Jarvenpaa, S. L. & Beers, M. C. 1996. Improving knowledge work processes. Sloan Management Review, summer, pp. 53-65.
    26. Del Castillo, L. B. 2002. Survey reveals compensation philosophy of local companies. BusinessWorld, Manila, Jan 16, pp. 1.
    27. Despres, C. & Hiltrop, J. M. 1995. Human resource management in the knowledge age: Current practice and perspectives on the future. Employee Relations, Bradford, 17 (1), pp. 9-23.
    28. Dobbin, F. & Boychuk, T. 1999. National employment systems and job autonomy: Why job autonomy is high in the nordic countries and low in the United States, Canada, and Australia. Organization Studies, Berlin.
    29. Dove, R. 1998. The Knowledge Worker. Automotive Manufacturing & Production, 110 (6), pp. 26-28.
    30. Edwards, P. & Gilman, M. 1999. Pay equity and the national minimum wage: What can theories tell us? Human Resource Management Journal, London, 9 (1).
    31. Eisenhardt, K. M. 1988. Agency-And Institutional-Theory Explanations. Academy Of Management Journal, Briarcliff Manor, Sep., 31 (3), pp. 488-501.
    32. Elkjaer, B. 2000. Knowledge Work and Organizational Learning Working Paper Series. Department of informatics, Copenhagen Business School, May 23, 20 pages. http://swopec.hhs.se/cbsinf/abs/cbsinf2000_001.htm.
    33. Evans, B. K. & Fisher, D. G.. 1992. A Hierarchical Model of Participatory Decision-Making, Job Autonomy, and Perceived Control. Human Relations, New York; Nov, 45 (11).
    34. Fehr, R. & Gächter, S. 1998. Wage Differentials in Experimental Efficiency Wage Markets. http://www.iew.unizh.ch/grp/fehr/paperdb/wagediff.pdf.
    35. Finegan, J. 1993. Best job autonomy: People power. Inc, Boston; Jul., 15 (7).
    36. Fisher, K. & Fisher, M.D. 1998. The Distributed Mind: Achieving High Performance Through the Collective Intelligence of Knowledge Work Teams, AMACOM, New York.
    37. Feuer, D. 1987. Paying for knowledge. Training, Minneapolis, May, 24 (5), pp. 57-64.
    38. Fudge, R. S. & Schlacter, J. L. 1999. Motivating employees to act ethically: An expectancy theory approach. Journal of Business Ethics, Dordrecht, Feb, 18 (3), pp. 295-304.
    39. Ganster, D. C. & Fusiler, M. R. 1989. Control in the workplace. International Review of Industrial and Organizational Psychology, John Wiley & Sons.
    40. George, J. M. 1992. Extrinsic and Intrinsic Origins of Perceived Social Loafing in Organizations. Academy of Management Journal, Briarcliff Manor, Mississippi State; Mar., 35 (1). pp. 191-202.
    41. Georges, C. 2001. An Efficiency Wage Model With Persistent Cycles, Hamilton College. http://www.economicsbulletin.uiuc.edu/2002/volume5/EB-02E30003A.pdf.
    42. Gomez-Mejia, L. R. et al. 1989. Compensation and Benefits. BNA publisher, Washington, D.C.
    43. Gross, S. E. 1995. Compensation for teams: how to design and implement team-based reward programs. The Hay Group, New York.
    44. Gururajan, R. 1999. An evaluation of Lotus ScreenCam in terms of task complexity in a computer science course. Edith Cowan University, HERDSA Annual International Conference, Melbourne, 12-15 July. http://www.herdsa.org.au/vic/cornerstones/pdf/Gururaja.PDF.
    45. Hackman, J. R., & Oldham G. R. 1974. The job diagnostic survey: An instrument for the diagnosis of jobs and the evaluation of job redesign projects. JSAS Catalog of Selected Documents in Psychology (Ms. No. 810), 4 (148).
    46. Hackman, J. R., & Oldham G. R. 1975. Development of the job diagnostic survey. Journal of Applied Psychology, 60, pp. 159-170.
    47. Hackman, J. R., & Oldham G. R. 1976. Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16, pp. 250-279.
    48. Handel, J. 2001. Variable pay highlights year in compensation. Workspan, Scottsdale; Sep., 44 (9), pp. 20-25.
    49. Hamid, H. 2002. Wage system is successful, says Shell. Business Times, Kuala Lumpur; May 23, pp. 24.
    50. Hammim, R. 2002. Reward employees with variable pay. Business Times, Kuala Lumpur, Apr 11, pp. 24.
    51. Helton, B. R. 1988. The “best work” method of knowledge worker assessment. Industrial Management, September-October, pp. 19-21.
    52. Hequet, M. 1990. Paying for Knowledge in 'Paper Factories'. Training, Minneapolis, Sep., 27 (9), pp. 69-74.
    53. Horibe, F. 1999. Managing Knowledge Workers: New Skills and Attitudes to Unlock the Intellectual Capital in Your Organization. Ontario: John Wiley & Sons Canada, 12, pp. 211-215.
    54. Jellal M. & Faria, J. R. 2001. A theory of efficiency wage growth, Nov. http://www.utdallas.edu/dept/socsci/working_papers/workingpaper15.pdf.
    55. Jones, G. R. 1984. Task Visibility, Free Riding, and Shirking: Explaining the Effect of Structure and Technology on Employee Behavior. The Academy of Management Review, Briarcliff Manor; Oct., 9 (4), pp. 684-695.
    56. Kanter, R. M. 2000. Knowledge Workers. Executive Excellence, Jan., pp. 15-16.
    57. Kowtha, N. R. 1997. Skill, incentives, and control. Group and Organization Management, 22, pp. 53-86.
    58. Lawler III, E. E. & Ledford, G. E. Jr. 1987. Skill-Based Pay: A Concept That's Catching On, The Academy of Management Review, New York, Feb., 76 (2).
    59. Lawler III, E. E. 1990. Strategic pay: aligning organizational strategies and pay systems. Jossey-Bass Publisher, San Francisco.
    60. Lawler III, E. E. 2000. Rewarding Excellence: Paying Strategies for the New Economy. Jossey-Bass Publisher, San Francisco.
    61. Lynd-Stevenson, R. M. 1999. Expectancy-value theory and predicting future employment status in the young unemployed. Journal of Occupational and Organizational Psychology, Leicester; Mar., 72, pp. 101-105.
    62. Machlup, F. 1962. The production and distribution of knowledge in the United States, Princeton University Press, NJ: Princeton.
    63. Malhotra, Y. 1998. Knowledge Management, Knowledge Organizations & Knowledge Workers: A View from the Front Lines. Mail Business Newspaper of February 19. http://www.brint.com/interview/maeil.htm
    64. McCaffery, R. M. 1992. Employee Benefit Programs: A Total Compensation Perspective. 2nd Edition, PWS-KENT Publisher, Boston, pp. 5.
    65. McDermott, R. 1995. Designing and improving knowledge work. Journal for Quality and Participation, 18 (2), pp. 72-77.
    66. Milkovich, G. T. & Newman, J. M. 1999. Compensation. 6th edition, Irwin/McGraw-Hill, Boston, Mass.
    67. Mohrman, S. A., Cohen, S. G. & Mohrman, A. M. Jr. 1995. Designing Team-Based Organizations: New Forms for knowledge work. Jossey-Bass Publisher, San Francisco.
    68. Morris, J. A. & Feldman, D. C. 1997. Managing emotions in the workplace. Journal of Managerial Issues, Pittsburg, Fall.
    69. Nilakant, V. & Rao, H. 1995. Agency theory and uncertainty in organizations: an evaluation. Organization Studies, 16 (7), Oct., pp. 519-533.
    70. Parent, K. J. & Weber, C. L. 1994. Case Study: Does paying for knowledge pay off? Compensation and benefit review, 26 (5), Sept. - Oct., pp.44-50.
    71. Parus, B. 1999. 1999-2000 total salary increase budget survey results: Salary increases continue to outpace inflation: Variable pay, roubust economy boost total compensation. ACA News, Scottsdale, Sep., 42 (8), pp. 18-21.
    72. Perrow, C. B. 1967. A framework for the comparative analysis of organizations. American Sociological Review, 32, pp. 194-208.
    73. Saranac, L. 199.5 Paying for the skills, knowledge, and competencies of knowledge workers. Compensation and Benefit Review, July/August.
    74. Spector, P. E. 1986. Perceived control by employees: A meta-analysis of studies concerning autonomy and participation at work. Human Relations, 39, pp. 1005-1016.
    75. Svenson, O. & Edland, A. 1987. Change of preferences under time pressure: Choices and judgments. Scandinavian Journal of Psychology, 28, pp. 322-330.
    76. Troiano, P. 1999. The CBR advisory board comments on: Hiring hot talent, pay strategies, global compensation, and stock ownership. Compensation and Benefits Review, Saranac Lake, Mar/Apr.
    77. Van de Ven, A. H. & Delbecq, A. L. 1974. A task contingent model of work unit structure. Administrative Science Quarterly, 19, pp. 183-197.
    78. Taiwan Compensation Report 2001, Watson Wyatt publisher.
    79. Wood, R. E. 1986. Task complexity: Definition of the construct. Organizational Behavior and Human Decision Processes, 37, pp. 60-82.
    80. Zingheim, P. K. & Schuster, J. R. 2001. Long-term variable pay: An accelerator pedal for total rewards. Compensation & Benefits Management, Greenvale; Winter, 17 (1), pp. 36-48.
    81. Zingheim, P. K. & Schuster, J. R. 2001. Winning the talent game: Total rewards and the better workforce deal! Compensation & Benefits Management, Greenvale, Summer, 17 (3), pp. 33-39.
    Description: 碩士
    國立政治大學
    企業管理學系
    89355064
    Source URI: http://thesis.lib.nccu.edu.tw/record/#A2010000442
    Data Type: thesis
    Appears in Collections:[企業管理學系] 學位論文

    Files in This Item:

    There are no files associated with this item.



    All items in 政大典藏 are protected by copyright, with all rights reserved.


    社群 sharing

    著作權政策宣告
    1.本網站之數位內容為國立政治大學所收錄之機構典藏,無償提供學術研究與公眾教育等公益性使用,惟仍請適度,合理使用本網站之內容,以尊重著作權人之權益。商業上之利用,則請先取得著作權人之授權。
    2.本網站之製作,已盡力防止侵害著作權人之權益,如仍發現本網站之數位內容有侵害著作權人權益情事者,請權利人通知本網站維護人員(nccur@nccu.edu.tw),維護人員將立即採取移除該數位著作等補救措施。
    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library IR team Copyright ©   - Feedback