第五章 結論與建議
第三節 研究限制及後續研究建議
雖然本研究模型及假設均獲得實證資料的驗證，但受限於時間及個人能力之 不足，僅以單一公司作為研究對象，而未能更詳盡的針對許多問題去分析探討，
為了提供後續研究者參考及建議，茲將未完善之要點列出如下：
一、 本研究範圍受到人力、物力及時間的限制，主要針對單一公司進行取樣探 討，未能更廣泛的涵蓋整體鋼鐵業或製造業，才能從中比較各產業別、公 司文化、組織管理…等等之間，所造成之差異及影響因素，此部分值得未 來研究者作更完整之探討。
二、 本研究之工作滿意度未能再詳細探討，依據學者(Weiss et al., 1967)之研究，
工作滿意度可再分成三個構面因子，分別為內在滿意、外在滿意及一般滿 意，若能夠花費更多時間去分析比較，如此可以更進一步地去發現公平與 薪酬所影響的不同層面，對組織進行修正或提昇，會有更細膩的說明及建 議。
三、 加入其他變項或干擾因素，從本研究模型可了解到，對於研究變項方面，若 考量前後相關之完整性及前後相關性，還可加入工作投入、工作承諾、工 作意願、激勵、工作績效及相關組織變項的關聯，確認出主要相關因素及 前後因子的關係，可讓研究架構更加完整。
四、 本研究問卷未開放填答者自行補充其認為影響因素，使問卷衡量項目更為周 延，有待未來研究者深入研究。
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附錄、研究問卷
親愛的同仁您好：
這是一份有關從業同仁，個人在薪資/福利制度、工作滿意度的研究問卷，請 您 逐一閱讀這份問卷所列的各項題目後，儘量以直覺的第一印象，在方格內打“V”。問 卷中的答案無所謂的對與錯，只是代表 您對該問題的看法。
本問卷不須具名，且內容僅供整體資料的統計與分析，請安心填寫！此次研究成 功與否，端賴 您的鼎力支持，謹此致上最衷心的感謝。
祝福您 身體健康！
萬事如意！
國立中山大學企業管理研究所 指導教授：郭倉義、吳仁和博士
國立中山大學企業管理研究所 指導教授：郭倉義、吳仁和博士