香港僱員信心、勞資關係 及 作承諾調查研究 Employee Confidence, Industrial Relations and Work Commitment Survey 香港城市大學管理學系應用研究 梁覺教授、葉景明博士 Applied Research Conducted by Prof. Kwok LEUNG and Dr. Olivia IP Department of Management, City University of Hong Kong Press Release on 10 June 2009 1
背景資料 Background Information • 本研究旨在了解香港僱員對目前 作的信心指數、勞資關係和 作 承諾的情況。 • 調查以電話訪問形式進行，於 2009年 3月期間，成功訪問 810位18 歲或以上，現正全職 作的香港僱員。 • 研究結果可幫助僱主了解僱員的心態、需要及 作承諾，以便制訂 人事管理政策。 • The survey aims to understand the confidence levels of Hong Kong employees towards their jobs, their relations with employers, and their work commitment. • It was conducted during March, 2009. A total of 810 Hong Kong current full-time employees, aged 18 or above, were interviewed. • The research results can enhance employers’ understanding of employees’ attitudes, needs and work commitment, and inform human resource management policy making. 2
樣本概況 Sample Overview • • 樣本總數： 810 性別：男(50%) / 女(50%) 年齡： 30以下(20. 6%) / 30 – 39 (25. 2%) / 40或以上(54. 2%) 婚姻狀況：未婚(36. 3%) / 已婚(63. 7%) 職級：低層(33. 5%) / 中層(56. 2%) / 高層(9. 5%) 教育程度：小學及中學(55. 3%) / 大專或以上(44. 7%) 在公司 作平均年數： 7. 91 年 • • • Total sample: 810 Sex: Male (50%) / Female (50%) Age: Below 30 (20. 6%) / 30 – 39 (25. 2 %) / 40 or above (54. 2 %) Marriage status: Single (36. 3 %) / Married (63. 7%) Job position: Lower level (33. 5 %) / Middle level (56. 2 %) / Upper level (9. 5 %) • Education level: Primary and Secondary (55. 3 %) / Tertiary or above (44. 7 %) • Average years of working with the current company: 7. 91 years 3
香港僱員信心指數 Hong Kong Employee Confidence Index (HKECI) 4
• 香港僱員信心指數 (HKECI – 簡稱ECI ) 是量度僱員對 作上不 同層面的觀感及滿意程度。 • ECI 內的10題問題，包括 3個方面： 作滿意度、 作安全感， 及 作前景。 • Hong Kong Employee Confidence Index (HKECI – shortened to ECI ) aims to measure employees’ perceptions and satisfaction towards various aspects of their jobs. • The 10 questions in ECI fall into 3 categories: Well-Being, Job Security and Job Prospect. 5
• ECI 是以 0 -10分作評分，分數越高，表示僱員的信心越高。 • 此外，受訪者也被問及對目前香港的就業市場的看法。 • ECI is measured on a scale of 0 -10. A higher score represents a higher overall confidence of the employee. • In addition, respondents were also asked about their views on the overall job market in Hong Kong. 6
僱員信心指數 – 2005 -2009年比較及分層分析 ECI –Comparison of 2005 -2009 findings and Analyses by Sectors 7
Employee Confidence Index (ECI) 僱員信心指數 11 -point scale: 0 – lowest; 10 – highest 十一分制 : 0 – 最低, 10 – 最高 8
Employee Confidence Index (ECI) - 2005 -2009 僱員信心指數（05 -09年）趨勢圖
Employee Confidence Index (ECI) 僱員信心指數 11 -point scale: 0 – lowest; 10 – highest 十一分制 : 0 – 最低, 10 – 最高 10
Employee Confidence Index (ECI) 僱員信心指數 11 -point scale: 0 – lowest; 10 – highest 十一分制 : 0 – 最低, 10 – 最高 11
Employee Confidence Index (ECI) 僱員信心指數 11 -point scale: 0 – lowest; 10 – highest 十一分制 : 0 – 最低, 10 – 最高 12
主要研究結果 (I) Major Findings (I) • 整體上，“ 作滿意度”變化不大，但有關“清晰公司目 標” 方面，卻較去年進步。 • 整體上，“ 作安全感” 較過去兩年下降。 • 在“ 作前景”上，各方面也比過去兩年大幅下降。 • Overall, the Well-Being score has not changed much compared to the past two years. However, employees’ perception of “clear company goals” has improved. • Overall, the Job Security score has dropped compared to the last two years. • Employees’ view of Job Prospect is substantially worse than that of 2008 and 2007 in all aspects. 13
Employee Confidence Index (ECI) 僱員信心指數 Mean 平均值 5. 82 6. 04 5. 43 11 -point scale: 0<low<5; 十一分制 : 0<低<5; 5<medium<8; 8<high<10 5<中<8 ; 8<高<10 14
ECI Sub-indexes 僱員信心指數分層分析 2009 Mean 平均值 2009 2008 2007 7. 01 6. 99 6. 64 7. 06 6. 93 3. 25 11 -point scale: 0<low<5; 十一分制 : 0<低<5; 5<medium<8; 8<high<10 5<中<8 ; 8<高<10 4. 59 4. 11 15
Mean 平均值 4. 49 5. 05 3. 23 11 -point scale: 0 -4 low; 十一分制 : 0 -4 低; 5 -8 medium; 9 -10 high 5 -8 中 ; 9 -10 高 16
主要研究結果 (II) Major Findings (II) • 研究結果顯示香港僱員的信心指數(ECI)，屬中等水準，平均值 有5. 43分, 但較2008年(平均值 6. 04)顯著下降。 • 與2008年比較，低水準的信心指數的僱員比例上升 (20%增至 38%)。 • 約有60%的受訪者的信心指數是屬於中等，而約2%的信心是屬 於高. • This survey shows that the confidence level of Hong Kong employees is moderate, with an ECI mean of 5. 43, which is significantly lower than that of 2008 (6. 04). • Compared to the results of 2008, the proportion of respondents with low levels of ECI increased from 20% to 38%. • About 60% of the respondents have an average level of ECI, while about 2% have a high ECI. 17
主要研究結果 (II) Major Findings (II) • 另外，香港僱員對整體就業市場的信心較低（平均3. 23分）， 顯示他們認為目前在香港「搵 」比較悲觀。 • 相比起 2008年的5. 05分，僱員對2009年的整體就業市場的信心 指數有很大程度的下降。 • There is moderate pessimism towards the overall job market (average score 3. 23). This indicates that job search prospects are not good. • Compared to the score of 2008 (average score 5. 05), the confidence level of employees towards overall job market has decreased. 18
僱員信心指數 – 不同行業分析 (分層) ECI – Analyses by Industry (by Sector) 19
ECI – Analyses by Industries 不同行業的信心指數 Mean ECI = 5. 43 製造業 建造業 批發 零售 進出口 貿易 飲食及 酒店業 運輸、倉庫 金融、保險 社區、社會 11 -point scale: 0 – lowest; 10 – highest 及通訊 地產 及個人服務 十一分制 : 0 – 最低, 10 – 最高 20
Employee Confidence Index (ECI) 僱員信心指數 Wholesale & Retail 批發零售業 Well-Being 作滿意度 Job Security 作安全感 11 -point scale: 0 -5 low; 十一分制 : 0 -5 低; 5 -8 medium; 8 -10 high 5 -8 中 ; 8 -10 高 Job Prospect 作前景 21
Employee Confidence Index (ECI) 僱員信心指數 Transport, storage & communications 運輸、倉庫及通訊業 Well-Being 作滿意度 11 -point scale: 0 -5 low; 十一分制 : 0 -5 低; Job Security 作安全感 5 -8 medium; 8 -10 high 5 -8 中 ; 8 -10 高 Job Prospect 作前景 22
主要研究結果 (III) Major Findings (III) • 就不同行業而言，運輸、倉庫及通訊業(平均值 5. 07)、及飲食及 酒店業 (平均值 5. 11)從業員的信心指數比其他行業為低。 • 批發零售業(平均值 5. 59)、進出口貿易業（平均值 5. 58）從業員 的信心指數比其他行業高。 • 今年金融、保險、地產及商用業經歷最大的跌幅。 • With regard to different industries, the employees in Transport, storage & communications industries (average score 5. 07) and the employees in Restaurants & hotels (average score 5. 11) have lower ECI scores than others. • The employees in Wholesale retail industries (average score 5. 59) and the employees in Import & export trades (average score 5. 58) have a higher ECI score than other industries. • The Financing, insurance, real estate and business service industries saw the greatest drop in scores this year. 23
僱員信心指數 –人口統計分析(分層) ECI – Analyses by Demographics 24
Employee Confidence Index by Gender 僱員信心指數分層分析 – 性別 11 -point scale: 0 – lowest; 10 – highest 十一分制 : 0 – 最低, 10 – 最高 25
Employee Confidence Index- by Gender 僱員信心指數分層分析 – 性別 11 -point scale: 0 – lowest; 10 – highest 十一分制 : 0 – 最低, 10 – 最高 26
Employee Confidence Index -by Age 僱員信心指數分層分析 – 年齡 11 -point scale: 0 – lowest; 10 – highest 十一分制 : 0 – 最低, 10 – 最高 27
Employee Confidence Index -by Age 僱員信心指數分層分析 – 年齡 11 -point scale: 0 – lowest; 10 – highest 十一分制 : 0 – 最低, 10 – 最高 28
Employee Confidence Index- by Education Level 僱員信心指數分層分析 – 學歷 11 -point scale: 0 – lowest; 10 – highest 十一分制 : 0 – 最低, 10 – 最高 29
Employee Confidence Index -by Education Level 僱員信心指數分層分析 – 學歷 11 -point scale: 0 – lowest; 10 – highest 十一分制 : 0 – 最低, 10 – 最高 30
Employee Confidence Index -by Job Position 僱員信心指數分層分析 – 職位 11 -point scale: 0 – lowest; 10 – highest 十一分制 : 0 – 最低, 10 – 最高 31
Employee Confidence Index -by Job Position 僱員信心指數分層分析 – 職位 11 -point scale: 0 – lowest; 10 – highest 十一分制 : 0 – 最低, 10 – 最高 32
主要研究結果 (IV) Major Findings (IV) • 男性與女性信心指數相差不大。 • 男性與女性在 作安全感、 作前景方面的信心指數相差不大。 • 40歲以上僱員信心指數較低, 30歲以下僱員信心指數較高. • 學歷(小學及中學) 低的僱員信心指數較低, 學歷(大專或以上)高的 僱員信心指數較高。 • 和其他年齡組別的僱員比較起來, 40歲以上的僱員對 作前景的 信心尤其低，但是他們的 作滿意度較強。 • 低層職位僱員的信心指數，相對於中層和高層職位僱員的信心指 數為低。 33
主要研究結果 (IV) Major Findings (IV) • The ECI of males and females are comparable. • With regards to Job Security and Job Prospect, the ECI of males and females are comparable. • Employees aged 40 or above tend to have a lower ECI, but employees aged 30 or below tend to have a higher ECI. • Employees with low educational attainment tend to have a lower ECI. However, Employees with a higher education level tend to have a higher ECI. • Compared with employees of other age groups, those aged 40 and above tend to have the lowest confidence with regard to their own Job prospect; however, they also tend to have higher levels of Job Well-Being. • Compared with people in middle level and upper level positions, employees in low-level positions tend to have a lower ECI. 34
Employee Confidence Index -by Occupations 僱員信心指數分層分析 – 職業界別 Mean ECI = 5. 43 11 -point scale: 0 – lowest; 10 – highest 十一分制 : 0 – 最低, 10 – 最高 35
Employee Confidence Index -by Occupations 僱員信心指數分層分析 – 職業界別
主要研究結果 (V) Major Findings (V) • 專業人員的ECI信心指數最高，非技術 人的ECI信心指數最低 • 商店銷售員的在 作滿意度方面的信心指數最高，專業人員在 作安全、 作前景方面的信心指數最高 • 值得注意，商店銷售員是唯一ECI信心指數沒有下降的職業組別 (去年均值 5. 95)。而經理及行政人員的ECI信心指數則經歷了最 大的跌幅(去年均值 6. 54)。 • 非技術 人在 作滿意度、 作前景方面的信心指數為最低。 藝及有關人員在 作安全方面的信心指數最低 37
主要研究結果 (V) Major Findings (V) • Professionals tend to have the highest ECI; employees in Elementary occupations tend to have the lowest ECI. • Shop sales workers have the highest Job Well-Being scores. Professionals have the highest Job Security and Job Prospect scores. • It is worth noting that Shop sales workers is the only occupation that did not report a lower ECI score from last year (last year’s average 5. 95). On the other hand, Managers and Administrators reported the greatest drop in ECI score from last year (last year’s average 6. 54). • Employees in Elementary occupations tend to have the lowest Job Well-Being and Job Prospect scores. Craft and related workers have the lowest Job Security scores. 38
Industrial Relations Index (IRI) 勞資關係指數 39
• 勞資關係指數(IRI)是量度勞方及資方關係的指數。 • IRI內的五條問題以 1 – 5分作評分，分數越高表示僱員 對勞資關係的看法比較正面。 • Industrial Relations Index (IRI) aims to measure relations between employers and employees. • The 5 questions in the IRI are based on a scale of 1 – 5, and a higher score represents a more positive view of industrial relations. 40
Industrial Relations Index (IRI) 勞資關係指數 Mean IRI = 3. 45 *Lower score represents better relation. 低分表示良好關係 5 -point scale: 1 – Extremely disagree; 5 – Extremely agree 五分制 : 1 – 極之不同意, 5 – 極之同意 41
Industrial Relations Index (IRI) – by Industry 勞資關係指數 – 行業 Mean IRI = 3. 45 5 -point scale: 1 – Extremely disagree; 5 – Extremely agree 五分制 : 1 – 極之不同意, 5 – 極之同意 42
Industrial Relations Index (IRI) – by Job Position 勞資關係指數 – 職位 5 -point scale: 1 – Extremely disagree; 5 – Extremely agree 五分制 : 1 – 極之不同意, 5 – 極之同意 43
Industrial Relations Index (IRI) – by Gender 勞資關係指數 – 性別 5 -point scale: 1 – Extremely disagree; 5 – Extremely agree 五分制 : 1 – 極之不同意, 5 – 極之同意 44
Industrial Relations Index (IRI) – by Age 勞資關係指數– 年齡 5 -point scale: 1 – Extremely disagree; 5 – Extremely agree 五分制 : 1 – 極之不同意, 5 – 極之同意 45
Industrial Relations Index (IRI) – by Education Level 勞資關係指數 –學歷 5 -point scale: 1 – Extremely disagree; 5 – Extremely agree 五分制 : 1 – 極之不同意, 5 – 極之同意 46
Industrial Relations Index (IRI)– by Occupation 勞資關係指數 – 職業界別 Mean IRI = 3. 45 5 -point scale: 1 – Extremely disagree; 5 – Extremely agree 五分制 : 1 – 極之不同意, 5 – 極之同意 47
主要研究結果 (I) Major Findings (I) • 在勞資關係指數上，受訪者的評分為中等水平（3. 45） ，反映 出勞資關係尚算協調。 • 在進出口貿易行業(3. 53)勞資關係最好; 在批發和零售業 (3. 38) ， 勞資關係指數最低。 • 職位越高，勞資關係指數亦會越高，即是勞資關係越好。 • This survey shows that the IRI score of Hong Kong employees is moderate, with an IRI mean of 3. 45 • The IRI of employees in Import & export trades (3. 53) is the highest, while that of employees in Wholesale & retail (3. 38) is the lowest. • The higher the position, the higher the IRI, which indicates better relations between the employers and employees. 48
• 女性的勞資關係指數較男性高。 • 經理及行政人員的勞資關係指數最高；而 藝及有關人員的勞 資關係指數最低。 • Female respondents reported higher IRI scores than male respondents. • Respondents working as Managers and administrations reported the highest IRI scores, while respondents working in Craft and related workers indicated the lowest IRI score. 49
Work Commitment Index 作承諾指數 50
• 作承諾指數(WCI)是一個量度僱員 作承諾程度的指 數。 • WCI主要包括 2方面: 組織承諾及職業承諾。 • “組織承諾”包括 3條，以 1 – 5分作評分，分數越高 表示僱員對現在 作組織的承諾程度越高。 • “職業承諾”包括 3條，以 1— 5分作評分，分數越高， 表示僱員對現在從事的職業的承諾程度越高。 51
• WCI aims to measure employees’ work commitment towards their organizations and occupations. • WCI has 2 aspects: Organizational commitment, Occupational commitment. • Organizational commitment (OGC) includes 3 items, based on a scale of 1 – 5. A higher score reflects a higher level of work commitment towards their organizations. • Occupational commitment (OCC) includes 3 items, based on a scale of 1 – 5. A higher score reflects a higher level of work commitment towards their occupations. 52
Work Commitment Index (WCI) 作承諾指數 5 -point scale: 1 – Extremely disagree; 5 – Extremely agree 五分制 : 1 – 極之不同意, 5 – 極之同意 53
Work Commitment Index (WCI) 作承諾指數 5 -point scale: 1 – Extremely disagree; 5 – Extremely agree 五分制 : 1 – 極之不同意, 5 – 極之同意 54
Organizational Commitment 組織承諾 5 -point scale: 1 – Extremely disagree; 5 – Extremely agree 五分制 : 1 – 極之不同意, 5 – 極之同意 55
Occupational Commitment 職業承諾 5 -point scale: 1 – Extremely disagree; 5 – Extremely agree 五分制 : 1 – 極之不同意, 5 – 極之同意 56
主要研究結果 (I) Major Findings (I) • 調查結果顯示 2009年僱員的 作承諾指數(3. 58)比 2008年高 (3. 38)。 • 僱員對職業的承諾度的平均值(3. 66)，比對組織承諾的 平均值(3. 50)為高。 • The survey shows that employees’ WCI of 2009 (3. 58) is higher than that of 2008 (3. 38) • Employees reported a higher level of Occupational Commitment (3. 66) than that of Organizational Commitment (3. 50).
主要研究結果 (I) Major Findings (I) • 在“組織承諾”方面，2009年僱員“對組織的有很強的歸屬感 ”與“一個人必須忠於他的組織”的分數比 2008年高。 • 在“職業承諾”方面，2009年僱員的對“職業責任感”與對“改變職 業太遲”的看法比 2008年高。 • With regards to “organizational commitment”, employees reported higher scores for “strong sense of belonging to organization” and “normative loyalty to organization” in 2009 than in 2008. • With regards to “occupational commitment”, employees reported higher scores for “sense of responsibility for the occupation” and “too late to change occupation” in 2009 than in 2008.
作承諾指數 – 以行業及人口統計分析(分層) WCI – Analyses by Industry & Demographics 59
Work Commitment Index (WCI)– by Industry 作承諾指數– 行業 Mean WCI = 3. 58 5 -point scale: 1 – Extremely disagree; 5 – Extremely agree 五分制 : 1 – 極之不同意, 5 – 極之同意 60
Work Commitment Index (WCI) 作承諾指數 5 -point scale: 1 – Extremely disagree; 5 – Extremely agree 五分制 : 1 – 極之不同意, 5 – 極之同意 61
Work Commitment Index (WCI)– by Occupation 作承諾指數– 職業界別 Mean CI = 3. 58 5 -point scale: 1 – Extremely disagree; 5 – Extremely agree 五分制 : 1 – 極之不同意, 5 – 極之同意 62
Work Commitment Index (WCI)–– by Gender 作承諾指數 – 性別 5 -point scale: 1 – Extremely disagree; 5 – Extremely agree 五分制 : 1 – 極之不同意, 5 – 極之同意 63
Work Commitment Index (WCI)––by Position 作承諾指數 –– 職位 5 -point scale: 1 – Extremely disagree; 5 – Extremely agree 五分制 : 1 – 極之不同意, 5 – 極之同意 64
Work Commitment Index (WCI)––by Age 作承諾指數 –年齡 65 5 -point scale: 1 – Extremely disagree; 5 – Extremely agree 五分制 : 1 – 極之不同意, 5 – 極之同意
Work Commitment Index (WCI)–– by Education 作承諾指數 – 學歷 5 -point scale: 1 – Extremely disagree; 5 – Extremely agree 五分制 : 1 – 極之不同意, 5 – 極之同意 66
主要研究結果 (II) Major Findings (II) • 研究結果顯示，以行業劃分，進出口貿易業的僱員的 作承諾指 數是最高（平均值 3. 65）；製造業的僱員的 作承諾指數是最低 （平均值 3. 5）。 • 女性僱員對職業承諾的指數比男性僱員為高。 • 高層職位的僱員對組織承諾及職業承諾指數，比低層職位的僱員 為高； • 40歲年齡以上的僱員的組織承諾及職業承諾指數是最高； • 以職業劃分, 經理及行政人員的職業承諾最高；商店銷售人員的 組織承諾最高。 67
• Employees in the Import & export trades reported the highest level of work commitment (mean=3. 65), whereas employees in the Manufacturing industries reported the lowest level of work commitment (mean=3. 5). • The results of this survey indicate females reported high scores of Occupational Commitment than males. • Upper level employees reported higher scores of Work Commitment Index than lower level employees. • Respondents aged 40 years old or above tend to have higher scores of Work Commitment Index. • By occupation, Managers and administrators reported the highest scores of Occupational Commitment; Shop sales workers reported the highest scores of Organizational Commitment. 68
End of Presentation. Thank you! 69
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