人力資源管理為組織管理的要素之一，人力資源管理除了須重視如何取得良好人才的議題以外，要如何善用人資管理制度使組織有效提高績效，亦是組織管理人員關心的議題。回顧近年國內許多有關人力資源管理的研究，探討過薪資設計、薪資滿足、薪資公平及員工工作態度與工作績效之關係，但有關於資訊軟體開發專案中，少有研究其他因素影響組織成員其工作態度及工作績效，且也少有研究將薪資滿足和工作特性一起探討與工作績效、工作滿足、組織承諾的相關性。本研究係針對系統開發專案成員進行問卷發放，主要目的在於研究系統開發專案成員在專案中薪酬設計、公平認知、薪酬滿足、工作特性與工作滿足、績效之間的關係。本研究為實證型研究，以問卷調查法為研究方法，使用 SPSS 19版與AMOS 19版等套裝軟體進行基本統計分析與結構方程模式（SEM）分析結構方程模式以驗證其模型，總發放問卷為165份、回收有效問卷為152份。研究結果發現：薪酬設計、公平認知、薪酬滿足、工作滿足與績效有顯著相關，工作特性具有對薪酬滿足干擾效應。實務上，可解釋為薪酬滿足知覺與工作特性皆高的狀況下，專案成員會考量在專案中自身的工作特性，提升工作績效，進而達到工作滿足，以及取得組織認同。

Human resources management is one of the focus areas in organization. In addition to hiring talented people, how to make good use of human resources management system to function effectively and to improve organizational performance is of great concern by management. When reviewing recent studies on human resources management, such topics as the design of salary, salary satisfaction, pay equity and the relationships between employee’s attitudes and job performance are explored. However, regarding IT professionals in an information software development project team, there are few studies investigating the factors that impact on employee’s work attitudes and job performance, not to mention there are studies specifically on the relationships of salary satisfaction, job characteristics, and the relationships of job performance, job satisfaction and organizational commitment.This study employed survey research method. The questionnaires were administered to the members in the system development project team. The objective was to investigate how project team members perceived the payment structure and its related consequents, primarily the perceived justice, salary satisfaction, job characteristics and job satisfaction. The SPSS 19 and AMOS 19 statistical packages were used for basic data analysis and structural equation modeling. This study adopted convenient sampling, with 165 questionnaires administered to project members and 159 questionnaires returned. The results showed that all constructs, including design of salary, justice perception, salary satisfaction, job satisfaction, and performance, were significantly related. Job characteristics have moderating effect on salary satisfaction. In Practice, this implied that project team members, under higher perceived salary satisfaction and job characteristics, would increase work performance, in turn, enable job satisfaction and finally organizational commitment.

目次	- V -
表目錄	- VII -
圖目錄	- IX -
壹、緒論	- 1 -
貳、理論與文獻	- 4 -
一、薪酬設計	- 4 -
二、公平理論	- 7 -
三、工作特性	- 10 -
四、工作滿足、組織承諾與工作績效	- 13 -
五、薪酬設計、公平分配、薪酬滿足、工作滿足、組織承諾與工作績效的關係	- 15 -
六、薪酬滿足、工作特性、工作滿足、組織承諾與工作績效的關係	- 17 -
参、研究方法	- 19 -
一、研究變項	- 20 -
二、問卷量表設計	- 23 -
三、資料蒐集	- 25 -
肆、資料分析與結果	- 27 -
一、資料分析方法	- 27 -
二、基本資料分析	- 28 -
三、信度分析	- 31 -
四、結構方程模式（SEM）分析	- 33 -
五、結構方程模式一階CFA分析	- 40 -
伍、結論與建議	- 58 -
一、研究結論	- 58 -
二、管理意涵	- 60 -
三、研究限制	- 61 -
四、後續研究建議	- 62 -
陸、參考文獻	- 64 -
中文部分	- 64 -
英文部分	- 66 -
附錄 本研究問卷	- 76 -
表目錄
表4-1 年齡統計	- 29 -
表4-2 性別統計	- 29 -
表4-3 職位統計	- 30 -
表4-4 年資統計	- 30 -
表4-5 學歷統計	- 31 -
表4-6 適配值摘要表	- 39 -
表4-7 薪酬設計原則標準迴歸權重SRW	- 42 -
表4-8 薪酬滿足知覺標準迴歸權重SRW	- 44 -
表4-9工作特性標準迴歸權重SRW	- 45 -
表4-10 組成信度整理表CR / AVE	- 48 -
表4-11 CFA調整前後之適配值整理表	- 49 -
表4-12 整體模型適配值整理表	- 51 -
表4-13 潛在變項相關路徑分析整理表	- 52 -
表4-14 修正後的SEM模型適配值	- 53 -
表4-15修正後潛在變項相關路徑分析整理表	- 53 -
表4-16 假設構面關係整理表	- 54 -
表4-17 共變路徑影響效果矩陣表	- 56 -
表4-18 直接效果矩陣表	- 57 -
圖目錄
圖3-1 研究流程	- 19 -
圖3-2 研究架構	- 20 -
圖4-1 SEM假設模型路徑檢驗圖	- 50 -

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