本研究從公平合理性的角度探討我國政府機關的待遇制度，並分析制度設計和執行上的優缺點及指出所遭遇的困境，進而提出具體的參考建議。
待遇制度的訂定有相當多的理論基礎，本研究選擇薪資管理理論、工資理論、滿意理論、公平理論及期望理論、激勵－保健二因素理論、多重構面待遇滿足感等理論作介紹，試圖從中尋找我國政府待遇制度的立論依據。又為借鑑國外的經驗，同時進行瞭解及比較世界上幾個先進國家如美國、英國、法國、德國和日本的公務員待遇制度，併同和我國關係日益密切的中華人民共和國之國家公務員工資制度進行分析及比較。
公平合理原為精神層次的抽象概念，與之類似的用語尚有正道、正義、公道、均衡、理性、公正、協調等。本研究將以所設計之用以檢視待遇制度具有公平合理性的八項指標：衡平性、補償性、差別性、公開性、效率性、程序性、參與性以及彈性，設計實地訪談的非結構式問卷，並尋求對待遇制度具有規劃或執行經驗的政府機關主管及專家學者，進行深度訪談，藉以瞭解我國政府待遇制度設計和執行的實然狀況。
經參考國內、外的相關資料，及依本研究設計之指標進行實地訪談的結果，發現我國政府的待遇制度在規劃和執行上所遭遇的若干困境：無法達到絕對衡平、尚未具補償意義、本俸及專業加給未作差別性的設計、缺乏公務人員參與意見表達、績效獎金成本太高，效果有限、欠缺公正的制定及調整程序、法制化與彈性的兼顧、民間薪資調查作業及待遇支給應與個人貢獻相符合等，並針對所發現的問題提出研究建議，期使我國公務人員的待遇制度更臻於公平合理。 / This research reviews the compensation system of our governmental institutes basing on equity and justice angle, it also analyzes system design, advantage and discrepancy under execution, and points out the predicament encountered, further; it has provided concrete proposal for reference.
There are plenty theories about establishment for compensation system; this research has selected Salary Management Theory、Wages Theory、Satisfaction Theory、Equity Theory and Expectancy Theory 、 Motivators–Hygiene Two-Factor Theory、Multi-construction Compensation Satisfaction etc as introductions; it tries to find the theory basis of compensation system of our government. Furthermore, for referring to foreign experience, it proceeds in understanding and comparing with several advanced countries like USA、United Kingdom、France、Germany and Japan regarding their official compensation system simultaneously, as well as combining official wage system of People’s Republic of China who is closer and closer to us in order to proceed analysis and comparison.
Originally, equity and justice are spiritual abstract concept, there are other similar words such as rightness、fairness、moderation、balance、sense、reasonableness、compromise and so on. This research will check the compensation system with it design for reaching eight targets which are equity and justice : Equality、Compensability、Difference、Openness、Efficiency、Procedure、Participation and Elasticity, to design qualitative interviewing non-construction questionnaire, to look for and deeply visit chief, specialist and scholar of governmental institute who already have planning and executing experience on compensation system in order to understand real situation about design and execution of compensation system of our government.
After referring to related national and foreign information, as well as the result from proceeding in-depth interviewing in accordance with the target designed by this research, it has found out some predicaments encountered during planning and execution from compensation system of our government: absolute balance cannot be reached、compensation meaning has not been accomplished、differential design for base pay and professional allowance have not been finished、officials did not participate in expressing their opinions、high cost on efficiency bonus、the effect is limited、short of equity establishment and adjustment procedure、cannot consider both systemization and elasticity、civil salary investigation and compensation pay should be matched for individual contribution etc. Besides, it has provided suggestions focusing on the problems found, anticipate that compensation system in our country can be more equity and justness.
| Identifer | oai:union.ndltd.org:CHENGCHI/G0089921043 |
| Creators | 周瑞貞, Juei-Jen Chou |
| Publisher | 國立政治大學 |
| Source Sets | National Chengchi University Libraries |
| Language | 中文 |
| Detected Language | English |
| Type | text |
| Rights | Copyright © nccu library on behalf of the copyright holders |
Page generated in 0.0035 seconds