A study on the Relations of Employees'Satisfaction with Profit Sharing, Stock Ownership and Employees'Stock Option on Organizational Commitment and Job Performance：An Empirical Study of Semi-Conductor Industry in Taiwan Science Industrial Park
| Autor: | Mei-Yu Huang, 黃美玉 |
|---|---|
| Rok vydání: | 2006 |
| Druh dokumentu: | 學位論文 ; thesis |
| Popis: | 94 The purpose of organization is demonstrate the performance and the productivity of each employee. As to an organization, people are the key factor to maintain the competitive advantage and enhance the competitiveness. Therefore, all of enterprises do the means and efforts to make use of various kinds of incentive ways to attract and recruit the best of the people. However, Hi-Tech companies adopt generally financial incentives of Stock Bonus, Stock Ownership and Stock Option to their employees. Whether the staff’s organizational commitment and job performance can be drove and then create enterprise's profit maximization by the mentioned incentive ways? It’s where the motive causing on the research. The purpose of this study was to investigate the relations and effect of employee’s participate satisfaction with Stock Bonus, Stock Ownership and Stock Option on organizational commitment and job performance in semi-conductor industry companies of Taiwan. This study was data mining from 350 samples and got 166 valid questionnaires. This research used Factor analysis, Reliability test and Correlation analysis through SPSS software and obtained field test result as follows: 1.Employees prefer Profit Sharing and Stock Ownership than Stock option while enterprises adopt financial incentives. However, the sample from Stock Option have a higher satisfaction level than those of Profit Sharing and Stock Ownership. 2.Personal variables of employees, like age, education background and salary, have significant differences between financial participate satisfaction, organizational commitment and job performance. 3.Participate satisfaction of financial incentives have a positive relationships with organizational commitment. However, there were no relationships between participate satisfaction of financial incentives, personal variables and job performance. 4.Participate satisfaction of financial incentives leaded to a direct influence on organizational commitment. However, participate satisfaction of financial incentives have no significant influence effect on job performance. 5.Participate satisfaction of financial incentives was through organizational commit imposed indirectly influence on job performance. |
| Databáze: | Networked Digital Library of Theses & Dissertations |
| Externí odkaz: |
|