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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, C

香港僱員信心、勞資關係 及 工作 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.

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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, C

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  1. 香港僱員信心、勞資關係及工作承諾調查研究Employee Confidence, Industrial Relationsand 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 10June 2009

  2. 背景資料 Background Information • 本研究旨在了解香港僱員對目前工作的信心指數、勞資關係和工作承諾的情況。 • 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，現正全職工作的香港僱員。 • 研究結果可幫助僱主了解僱員的心態、需要及工作承諾，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.

  3. 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%) • 在公司工作平均年數：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

  4. 香港僱員信心指數 Hong Kong Employee Confidence Index (HKECI)

  5. 香港僱員信心指數 (HKECI – 簡稱ECI ) 是量度僱員對工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：工作滿意度、工作安全感，及工作前景。 • 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.

  6. 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.

  7. 僱員信心指數 – 2005-2009年比較及分層分析ECI –Comparison of 2005-2009 findings andAnalyses by Sectors 7

  8. 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

  9. Employee Confidence Index (ECI) - 2005-2009僱員信心指數（05-09年）趨勢圖

  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 11

  12. 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

  13. 主要研究結果 (I) Major Findings (I) 整體上，“工作滿意度”變化不大，但有關“清晰公司目標” 方面，卻較去年進步。 整體上，“工作安全感”較過去兩年下降。 在“工作前景”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

  14. 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; 5<medium<8; 8<high<10 十一分制 : 0<低<5; 5<中<8 ; 8<高<10 14

  15. ECI Sub-indexes 僱員信心指數分層分析 Mean平均值 2009 2009 2008 2007 7.01 6.99 6.99 6.64 7.06 6.93 3.25 4.59 4.11 11-point scale: 0<low<5; 5<medium<8; 8<high<10 十一分制 : 0<低<5; 5<中<8 ; 8<高<10

  16. Mean平均值 4.49 5.05 3.23 11-point scale: 0-4 low; 5-8 medium; 9-10 high 十一分制 : 0-4 低; 5-8 中 ; 9-10 高

  17. 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

  18. 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「搵工」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.

  19. 僱員信心指數 – 不同行業分析 (分層)ECI – Analyses by Industry(by Sector)

  20. ECI – Analyses by Industries 不同行業的信心指數 Mean ECI = 5.43 建造業 批發零售 進出口貿易 飲食及酒店業 運輸、倉庫及通訊 金融、保險地產 社區、社會及個人服務 11-point scale: 0 – lowest; 10 – highest 十一分制 : 0 – 最低, 10 – 最高 製造業

  21. Employee Confidence Index (ECI) 僱員信心指數Wholesale & Retail 批發零售業 Well-Being工作滿意度 Job Security工作安全感 Job Prospect工作前景 11-point scale: 0-5 low; 5-8 medium; 8-10 high 十一分制 : 0-5 低; 5-8 中 ; 8-10 高

  22. Employee Confidence Index (ECI) 僱員信心指數Transport, storage & communications 運輸、倉庫及通訊業 Well-Being工作滿意度 Job Security工作安全感 Job Prospect工作前景 11-point scale: 0-5 low; 5-8 medium; 8-10 high 十一分制 : 0-5 低; 5-8 中 ; 8-10 高

  23. 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. • TheFinancing, insurance, real estate and business service industries saw the greatest drop in scores this year.

  24. 僱員信心指數 –人口統計分析(分層)ECI – Analyses by Demographics

  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 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

  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 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

  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 29

  30. 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

  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 31

  32. 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

  33. 主要研究結果 (IV) Major Findings (IV) 男性與女性信心指數相差不大。 男性與女性在工作安全感、工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歲以上的僱員對工作前景的信心尤其低，但是他們的工作滿意度較強。 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

  34. 主要研究結果 (IV) Major Findings (IV) • The ECI of males and females are comparable. • With regards to Job Securityand 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.

  35. 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

  36. Employee Confidence Index -by Occupations僱員信心指數分層分析 – 職業界別

  37. 主要研究結果 (V) Major Findings (V) 專業人員的ECI信心指數最高，非技術工人的ECI信心指數最低 商店銷售員的在工作滿意度方面的信心指數最高，專業人員在工作安全、工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)。 非技術工人在工作滿意度、工作前景方面的信心指數為最低。工藝及有關人員在工作安全方面的信心指數最低 37

  38. 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. 主要研究結果 (V) Major Findings (V) 38

  39. Industrial Relations Index (IRI)勞資關係指數 39

  40. 勞資關係指數(IRI)是量度勞方及資方關係的指數。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

  41. 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

  42. 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

  43. 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

  44. 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

  45. 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

  46. 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

  47. Industrial Relations Index (IRI)– by Occupation 勞資關係指數 – 職業界別 Mean IRI = 3.45 47 5-point scale: 1 – Extremely disagree; 5 – Extremely agree 五分制 : 1 – 極之不同意, 5 – 極之同意

  48. 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

  49. 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；而工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

  50. Work Commitment Index 工作承諾指數 50

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