本研究探討了不同激勵方案對業務相關人員工作滿意度的影響。研究樣本包括20位業務相關人員，平均年齡37歲，平均服務年資3年。結果顯示，樣本中女性佔80%，已婚者佔55%，教育程度以大學畢業者為主，佔75%。主管職位的參與者佔25%。
分析結果顯示，性別、婚姻狀態、教育程度和是否為主管職對工作滿意度和激勵方案喜好程度沒有顯著影響。然而，婚姻狀態對激勵方案A的喜好程度有顯著影響，未婚者傾向於較高的喜好程度。
迴歸分析結果顯示，對於激勵方案A，外在滿意度較高的員工對該方案的喜好程度呈正相關。對於激勵方案B，內在滿意度較高、外在滿意度較高且年齡較低的員工對該方案的喜好程度較高。此外，年齡對激勵方案B的喜好程度呈負相關。
綜合而言，激勵方案A在外在滿意度較高的員工中較受歡迎，而激勵方案B則在內在滿意度高、外在滿意度高且年齡較低的員工中較受歡迎。這些結果對組織和管理者在設計激勵方案時提供了重要參考，以提高員工的工作滿意度。此外，年齡和服務年資與其他變項呈現負相關，其他變項之間則呈現正相關。這些相關性結果提供了對人力資源管理和激勵策略的洞察。

This study examines the impact of different incentive schemes on job satisfaction among business-related personnel. The research sample consists of 20 business-related employees with an average age of 37 and an average tenure of 3 years. Results show that 80% of the sample are female, 55% are married, and 75% have a university degree. Participants in supervisory positions account for 25%.
The analysis reveals that gender, marital status, education level, and supervisory role do not significantly influence job satisfaction and preference for incentive schemes. However, marital status significantly affects the preference for Incentive Scheme A, with unmarried individuals tending to have a higher preference.
Regression analysis indicates that for Incentive Scheme A, employees with higher extrinsic satisfaction show a positive correlation with their preference for the scheme. For Incentive Scheme B, employees with higher intrinsic satisfaction, higher extrinsic satisfaction, and younger age demonstrate a higher preference. Additionally, age exhibits a negative correlation with the preference for Incentive Scheme B.
In summary, Incentive Scheme A is more popular among employees with higher extrinsic satisfaction, while Incentive Scheme B is more favored by employees with higher intrinsic satisfaction, higher extrinsic satisfaction, and younger age. These findings provide valuable insights for organizations and managers in designing incentive schemes to enhance employee job satisfaction. Furthermore, age and tenure display a negative correlation with other variables, while positive correlations exist among other variables. These correlational results offer insights into human resource management and incentive strategies.

論文審定書 i
誌謝 ii
摘要 iii
Abstract iv
目錄 v
圖次 vi
表次 vii
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的與範圍 2
第二章 文獻探討 3
第一節 激勵制度分類方式 3
第二節 激勵制度與員工滿意度的相關研究 4
第三章 研究方法 8
第一節 研究架構 8
第二節 研究設計 9
第三節 研究對象 10
第四節 研究變項 11
第四章 研究分析與結果 13
第一節 描述性統計分析 13
第二節 獨立樣本t檢定 14
第三節 相關分析 18
第四節 迴歸分析 19
第五章 結論與建議 22
第一節 研究結論 22
第二節 研究建議 23
第三節 研究限制 25
參考文獻 26
附錄-問卷調查表 29

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