臺灣博碩士論文加值系統

為激勵員工士氣，公司訂有相關之績效獎勵制度，亦即利用專案之結算盈餘發放獎金，期盼對參與其中之員工產生激勵效果；然公司經營特質乃多專案同時進行、且工程之完成需內外業互相搭配，故也衍生出一些績效獎金設置之難題，尤其是獎金發放之細節制度化，皆深入研究以期建立完善之配套。本研究將以專案績效管理及營造業激勵制度組織理論相關文獻做為理論基礎，並透過半結構式訪談法進行質性研究，經由彙整相關文獻深入瞭解相關理論並建立本研究架構及推論，透過選定與研究議題有密切關聯的四家中大型營造廠作為深度訪談對象，訪談結束後並以逐字稿建立訪談個案。研究主題包括：（1）公司經營模式與策略重心、（2）公司績效評估制度之比較、（3）專案績效獎金發放制度以及影響因子。
研究結果得知：（一）專案績效獎金主要分為「進度績效獎金」及「完工績效獎金」兩大類，前者旨在獎勵依時程進度完工，確保時程能順利完工後者則旨在成本管控。（二）影響公司獎金制度設計的原因包括：技術變化程度、成立歷史、員工流動率、工期長短，藉由組織正式化與集權化之論述，得到以下之原則：(1) 進度績效獎金的發放，較傾向授權給現場主管決定；(2) 組織年齡長、技術變化低之企業，較傾向利用組織正式化來制定專案績效獎金的發放；(3) 技術變化低、基層員工及主管流動率低之企業，較傾向利用組織正式化來專案績效獎金；(4)技術變化低、基層員工及主管流動率高之企業，較傾向集權由高階主管決定專案績效獎金發放；(5)專案工期愈長之企業，較傾向授權給現場主管決定專案績效獎金的發放。(三)營造公司在發放績效獎金常見之兩難問題包括：內外業之發放比例、專案特性與個人貢獻度之考量、工地獲利與否影響人員指派等問題，這些問題可參酌上開原則進行制度化之設計，減少組織內部之衝突。
營造業與此主題之研究甚少，此結果有助於未來相關研究延續，包括個案之持續建立以及量化相關研究之進行。

This research focuses on the project bonus system in construction industry. The relevant literature on project performance in construction industry and organization theory was employed as the theoretical basis, then conducting qualitative research through semi-structured interview method. Four medium and large construction contractors were selected as the in-depth interview subjects. After the interviews were completed, the research cases were established with verbatim transcripts. The research topics include: (1) the company's business model and strategic focus, (2) the comparison of the company's performance evaluation system, (3) the project performance bonus payment system and influencing factors.
The research results show that: (1) Project performance bonuses are mainly divided into two categories: “progress performance bonuses” and “completion performance bonuses”. The former aims to reward completion according to the schedule and to ensure the smooth completion of the schedule, and the latter aims to control costs. (2) The reasons that affect the design of the company's bonus system include: the degree of technological change, the history of establishment, the turnover rate of employees, and the length of the construction period. Through the discussion of formalization and centralization of the organization, the following principles are obtained: (1) Distribution of progress performance bonuses, more inclined to delegate the decision to the on-site manager; (2) Enterprises with long organizational age and low technical change are more inclined to use organizational formalization to formulate the distribution of project performance bonuses; (3) Enterprises with low technological changes and low turnover of employees tend to decide the distribution of project performance bonuses by formalization system; (4) Enterprises with low technological changes and high turnover of employees tend to centralize senior supervisors to decide the distribution of project performance bonuses; (5) The longer the project construction period, it is more inclined to authorize the on-site managers to decide the distribution of project performance bonus. The common dilemmas faced by construction companies in the distribution of performance bonuses include: the distribution ratio of in-house and on-site employees, the consideration of project characteristics and personal contribution, whether the bonus distribution affects the assignment of site engineers, etc. There are few studies on this topic in construction, and this result is helpful for the continuation of related research in the future, including the continuous establishment of cases and the conduct of quantitative related research in the future.

摘要 I
Abstract II
目錄 V
表目錄 VII
圖目錄 VIII
第一章 前言 1
1.1 研究背景與動機 1
1.2 研究目的 3
1.3 研究步驟與流程 3
第二章 文獻回顧 5
2.1 績效管理相關研究 5
2.1.1 績效之定義 5
2.1.2 績效管理之內涵 5
2.1.3 績效評估制度 7
2.1.4 績效管理方法 8
2.1.5 影響績效獎金發放之因素 9
2.2 營造業激勵制度與績效獎金相關研究 12
2.3 組織結構相關研究 15
2.3.1 組織結構的定義 15
2.3.2 組織正式化 17
2.3.3 組織集權化 17
2.4小結 18
第三章 研究方法 19
3.1質化研究方法 19
3.2研究架構 21
3.3個案篩選暨分析方法 22
第四章 研究結果 24
4.1 個案基本資料及經營模式分析 24
4.2 個案公司專案績效獎金之分析 27
4.2.1 各類獎金之比較 27
4.2.2 個案公司專案績效獎金制度之比較 34
4.2.3 專案績效獎金發放之常見問題與對策 38
4.3 專案績效獎金制度規畫之原則 41
4.3.1 專案績效獎金之內涵 42
4.3.2 技術變化程度與企業年齡之影響 43
4.3.3 技術變化程度與員工流動率之影響 43
4.3.4 專案工期之影響 44
第五章 結論與建議 46
5.1 結論 46
5.2 建議 47
參考文獻 48
附錄一 「專案(完工)績效獎金之制度化探討」訪談問卷 55

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