It has been a trend that employees of new generations pay much more attention to individual leisure than before. Job is no longer the only essential issue for lives, work-life balance has become a leading topic for human resource management. Compare to foreign enterprises which usually provide well employee benefits, the local companies in Taiwan, especially for the high-tech industry, had also attach importance to provide well-planned employee benefits to foster a dynamic and fun work environment for employees. Production or performance is not the only successful factor for running companies, keeping talents within organizations is significant as well. No matter economic or non-economic employee benefits, the business owners never stop thinking for providing innovative and various employee benefits to attract talents. It was obviously for high-tech industry that the employees are under high job pressure and intense competition. Moreover, to have well employee benefit programs for employees could not only help employees achieving work-life balance to improve well-being for reducing business cost, but also enhance labor relations which is no doubt the substantial element for successful companies. This study examined the relationship between employee benefits and labor relations through questionnaire survey on 228 employees from the first 1500 companies in Taiwan. The results indicated that: 1. Employee benefits satisfaction was positively significant to labor relations. 2. Employee communication was positively significant to employee benefits satisfaction and labor relations. 3. Employees with different personal features show different satisfaction at employee benefits, except for marital status and job position. 4. Employees with different personal features show different satisfaction at labor relations, except for seniority and job position. 5. No differences were found within different industries toward employee benefit satisfaction.

The employee benefit committee of the specific industry, to its planning employee benefit measure, should look over the mechanism; understand its affiliated staff's satisfaction to the current employee benefit measure, and whether staff's demand for the employee benefit measure and current employee benefit measure are different to some extent. This research is mainly directed against the leading brand K Company of manufacturing industry of domestic motorcycle, the affiliated committee's planning employee benefit measure of industrial benefit, the staff do in order to study in the measure demand of the employee benefit different from to some extent in satisfactioning. This research offers the staff of a measure of the benefit as the research object with the affiliated employee benefit committee of case company. The main purpose of this research is as follows: 1. Do not change the staff of one with demography, is it different to some extent that to the measure satisfaction of the employee benefit? 2. Does the benefit have looks relation to link up the type and employee benefit measure satisfaction? 3. Demand project to the benefit measure of affiliated staff of employee benefit committee of case company, different to some extent with measure projects of the current employee benefit? The main research conclusion is as follows: 1. Different demographic parameters will influence the measure satisfaction of the employee benefit. 2. It will influence the measure satisfaction of the employee benefit that different benefit link up the type. 3. The measure demand of employee benefit and employee benefit measure satisfaction are related.

Thesis (M.A.(M.S.D.))--Universiteit Van Pretoria, 2003. / Includes bibliographical references (leaf 141-145).

Thesis (M. Phil.)--University of Hong Kong, 2001. / Includes bibliographical references (leaves 160-170).

Thesis (M. Phil.)--University of Hong Kong, 1985.

Thesis (M. Soc. Sc.)--University of Hong Kong, 1983.

Thesis (M. Soc. Sc.)--University of Hong Kong, 1986.

Idag krävs det av organisationer en kunskap om vad som får medarbetare att stanna och nya medarbetare att börja. Tidigare forskning har inriktats på området ”employee turnover” som fokuserar på vad som får den anställde att säga upp sig. Syftet med den här studien är att titta på vilka faktorer som anses viktiga i valet av arbete för att på det sättet belysa för arbetsgivare vad som kan komma att motivera människor att söka sig till en viss arbetsplats. Genom kvantitativ webbenkätundersökning samlades data in. Respondenterna var mellan 23år till 65år. Resultatet visade att det finns faktorer som ansågs som mer viktiga i valet av arbete, och faktorerna var bra kollegor, bra chef, god kommunikation och goda rutiner och strukturer. / Today it requires from organizations an understanding of what gets people to stay and new employees to start. Previous research has focused on the area of ”employee turnover” on what the employees get to resign. The purpose of this study is in contrast to ”employee turnover”, and look at what the factors rather considered as important in the choice of work and in that way highlight to employers what may come to motivate people to apply for a particular job. By a quantitative web survey, data was collected. The respondents were from 23 years to 65 years old. The results showed that there are certain factors that were considered in the choice of work, and those factors were good colleagues, a good boss, good communication, good practices and structure.

published_or_final_version / Public Administration / Master / Master of Social Sciences

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