本研究針對台中地區各企業人士進行薪酬制度之相關研究，共計發出問卷250份， 回收後有效且可用問卷共 146 份，回收率為 58.4%。 綜合本研究分析結果後，歸納出結論 如下： 1. 本研究結果顯示，性別及服務年資在價值承諾，留職承諾及整體組織承諾上有顯 著差異。 2. 整體上位於公司中階的員工無論在價值承諾，努力承諾、留職承諾或整體組織 承諾上，均有高於其他員工的傾向，並在努力承諾及組織承諾上有顯著差異。 3. 學歷在價 值承諾上有顯著差異，由本研究統計結果可看出學歷在高中職以下的員工其組織承諾三個構 面均有高於其他學歷員工的傾向，並有學歷愈高組織承諾愈低的情形。 4. 受試者在薪資組 合、薪資給付依據及調薪基礎三方面的滿足感，會影響其對目前薪酬的滿足。 5. 員工在與 外界公司比較的滿足感上會影響其價值承諾及留職承諾，但對努力承諾的影響並不大。 This research studies the relation between compensation system, compensation satisfaction and organization commitment. Moreover, this research investigate the compensation system and benefits currently. The research has 146 samples in the Taichung Area. and it is taken by using question-airs. The analysis of information is processed with SAS. T-Test. One-Way ANOVA, TUKEY post-hoc, simple correlation analysis and canonical correlation analysis have been used in this investigation. The following conclusions are made. 1.Some personal attributions (sex, years of service) have significant differences on the part-dimension of organization commitment. 2.Some personal attributions (position levels) have significant differences on the part-dimension of organization commitment. 3.Some persona atributions (education Levels) have significant differences on the part-dimension of organization commitment. 4.There is a significant relationship between the satisfaction of compensation system and compensation satisfaction. 5.There is a significant relationship between the satisfaction of compensation satisfaction and organization commitment.
