1. 1 香港僱員信心、工作滿意度 及勞資關係調查 Employee Confidence, Job Satisfaction and Industrial Relations Survey 香港城市大學管理學系應用研究 梁覺博士、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 02 May 2006

2. 2 背景資料 Background Information 調查旨在了解香港僱員對目前工作的信心指數，及工作滿意 度和勞資關係。 調查以電話訪問進行，於 2006 年 3 月 24 日至 4 月 8 日期間成功 訪問本港 925 位 18 歲或以上，現正全職工作的僱員。 調查的結果可幫助上司了解僱員的心態及需要，從而知道如 何提升僱員的工作滿意度及競爭能力，亦可以協助僱員對這 方面加深了解，促進勞資之間溝通，及對自己的職業規劃作 出妥善安排。 The survey aims at understanding the confidence of Hong Kong employees towards their jobs, their job satisfaction and their perception of industrial relations. It was conducted during March 24 – April 8, 2006. A total of 925 Hong Kong citizens aged 18 or above, currently holding a full time job, were interviewed.

3. 3 樣本概況 Sample Overview 樣本總數： 925 性別：男 (56%) / 女 (44%) 年齡： 30 以下 (25%) / 30 – 39 (29.4%) / 40 或以上 (45.5%) 婚姻狀況：未婚 (36.8%) / 已婚 (61.7%) 職級：低層 (40.5%) / 中層 (51.9%) / 高層 (7.6%) 教育程度：小學及中學 (60.3%) / 大專或以上 (39.7%) 在公司工作平均年數：七年 Total sample: 925 Sex: Male (56%) / Female (44%) Age: Below 30 (25%) / 30 – 39 (29.4%) / 49 or above (45.5%) Marriage status: Single (36.8%) / Married (61.7%) Job position: Lower level (40.5%) / Middle level (51.9%) / Upper level (7.6%) Education level: Primary and Secondary (60.3%) / Tertiary or above (39.7%) Average year of working with the current company: 7 years

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

5. 5 香港僱員信心指數 (HKECI – 簡稱 ECI ) 量度僱員 對工作上不同層面的樂觀及滿意程度。 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’ views 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. 6 ECI 是以 0-10 分來評分，分數越高便表示僱員的 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. 7 僱員信心指數 – 分層分析及與 2005 年比較 ECI – Analyses by Sectors and Comparison with 2005

8. 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

9. 9 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. 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. 11 主要研究結果 (I) Major Findings (I) ECI 的工作滿意度及安全感比 2005 年進步，但在 工作前景方面變化不大，只有在加薪機會比去年 為好 ( 由 3.6 上升 3.83) ，這亦與整體薪酬趨勢調查 一致。 Well-being and Job Security of ECI are better than the results in 2005 but Job Prospect remains unchanged, except that opportunity for salary raise is better than that of 2005, which is consistent with recent pay trends.

12. 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. 13 Employee Confidence Index (ECI) 僱員信心指數 5.48 5.72 Mean 平均值 11-point scale: 0-4.9 low; 5-7.9 medium; 8-10 high 十一分制 : 0-4.9 低 ; 5-7.9 中 ; 8-10 高

14. 14 ECI Subindexes 僱員信心指數分層分析 6.96 3.96 Mean 平均值 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 6.77 20062005 6.55 6.51 3.90

15. 15 3.87 4.22 Mean 平均值 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

16. 16 主要研究結果 (II) Major Findings (II) 本調查顯示香港僱員的就業信心只屬一般，平均 有 5.72 分，但較 05 年略微上升大約百份之四。 約有七成的受訪者的就業信心指數是屬於中等。 This survey shows that the employment confidence level of Hong Kong employees is moderate, with an ECI mean of 5.72. However, it is a bit 4% higher than year of 2005. About 70% of the respondents have an average level of ECI.

17. 17 另外，香港僱員對香港的整體就業市場的信心中等偏下 （平均 4.22 分）, 五成被訪者認為一般，這表示他們認為目 前在香港「搵工」尚算可以。 相比起 05 年的平均 3.87 分，被訪者認為整體就業市場明顯 改善了（平均 4.22 分）。 There is relatively moderate optimism amongst employees in Hong Kong towards the overall job market (average score 4.22). About 50% of them think that it is moderate. For them, finding a job is not relatively difficult. Compared to ECI of 2005 (average score 3.87), respondents think that the overall job market has improved (average score 4.22).

18. 18 工作滿意度 ( 平均值 6.96) 及工作安全感 ( 平均值 6.77) 都比工作前景 ( 平均值 3.96) 為高，顯示出被 訪者認為工作上及市場的環境比去年為好，但對 於找到一份理想的工作還是信心不大。 The mean scores of Well-being (6.96) and Job security (6.77) are higher than those of Job prospect (3.96), which shows that respondents regarded their well-being and the market as better than before, but they didn’t have enough confidence for finding a better job.

19. 19 大部份受訪者對工作都有中等 (79.03%) 的滿意度； 工作安全感方面，約有百分之六十一的受訪者表 示感到中等的安全感，及超過兩成半受訪者感到 有高的安全感；工作前景方面，超過一半受訪者 (52.31%) 感到前景比較差，及約四成半只感到中 等的工作前景。 Most of the respondents (79.03%) reported a medium level of well-being. Regarding job security, about 61% of the respondents expressed a medium level, while over 25% reported a high level. For job prospect, over half of the respondents (52.31%) expressed a low level and about 45% expressed a medium level.

20. 20 僱員信心指數 – 不同行業分析 ( 分層 ) ECI – Analyses by Industry (by Sector)

21. 21 ECI – Analyses by Industries 不同行業的信心指數 (N = no. of respondents) (N=77) (N=97) (N=84) (N=102) (N=61) (N=84) (N=148) (N=200) Mean ECI = 5.72 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

22. 22 Employee Confidence Index (ECI) 僱員信心指數 Manufacturing 製造業 Well-Being 工作滿意度 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 Job Security 工作安全感 Job Prospect 工作前景

23. 23 Employee Confidence Index (ECI) 僱員信心指數 Construction 建造業 Well-Being 工作滿意度 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 Job Security 工作安全感 Job Prospect 工作前景

24. 24 Employee Confidence Index (ECI) 僱員信心指數 Restaurants & hotels 飲食及酒店業 Well-Being 工作滿意度 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 Job Security 工作安全感 Job Prospect 工作前景

25. 25 從行業方面，飲食及酒店業 ( 平均值 5.19) 、建造業 ( 平均值 5.21) 及製造業 ( 平均值 5.49) 從業員的信心 指數比其他行業為低。 Regarding industries, restaurants and hotels (average score 5.19), construction (average score 5.21) and manufacturing (average score 5.49) are worse than others. 主要研究結果 (III) Major Findings (III)

26. 26 ECI Subindexes 製造業、建造業、飲食及酒店業僱 員信心指數 6.7 Mean 平均值 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 6.8 6.5 (Overall mean: 6.96)

27. 27 ECI Subindexes 製造業、建造業、飲食及酒店業僱 員信心指數 6.7 Mean 平均值 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 6.8 6.5 (Overall mean: 6.77)

28. 28 ECI Subindexes 製造業、建造業、飲食及酒店業僱 員信心指數 3.7 Mean 平均值 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 3.3 (Overall mean: 3.96)

29. 29 主要研究結果 (IV) Major Findings (IV) 三個行業都有中等的工作滿意度及安全感，但是 在工作前景方面，他們的平均值都屬於低。建造 業、飲食及酒店業有超過六成受訪者感到較差的 工作前景；而製造業的受訪者亦有超過五成感到 較差的工作前景。 The three industries reported moderate well- being and job security, but the mean score is low for job prospect. No respondent from the construction industry and restaurants and hotels industry expressed a high level of job prospect, but over 60% of the respondents reported a low level. Over 50% from the manufacturing industry also reported a low level of job prospect.

30. 30 僱員信心指數 – 分層分析 ECI – Analyses by Demographics

31. 31 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

32. 32 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

33. 33 Employee Confidence Index by Age Group 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

34. 34 Employee Confidence Index by Age Group 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

35. 35 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

36. 36 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

37. 37 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

38. 38 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

39. 39 主要研究結果 (V) Major Findings (V) 女性的信心指數較男性高。 40 歲以上和學歷較低人士，信心指數最低。 低職位人士相對於中級和高級職位人士，信心指 數較低。 ECI of females is higher than that of males. Employees aged above 40, and with less education tend to have lower ECI. Compared with people holding middle or senior positions, people in low-level positions tend to have lower ECI.

40. 40 Employee Confidence Index by Occupations 僱員信心指數分層分析 – 職業界別 Mean ECI = 5.72 (N=no. of respondents) (N=150) (N=119) (N=109) (N=223) (N=111) (N=38) (N=62) (N=46) (N=38) 11-point scale: 0 – lowest; 10 – highest 十一分制 : 0 – 最低, 10 – 最高

41. 41 Employee Confidence Index by Occupations 僱員信心指數分層分析 – 職業界別 11-point scale: 0 – lowest; 10 – highest 十一分制 : 0 – 最低, 10 – 最高

42. 42 主要研究結果 (VI) Major Findings (VI) 經理及行政人員及專業人員的信心指數最高，而 工藝及有關人員及非技術工人的信心指數最低。 Managers and administrators and professionals tend to have higher ECI, while craft and related workers in elementary occupations have lower ECI.

43. 43 Employees’ Well-being Indexes 僱員工作滿意度指標

44. 44 僱員工作滿意度指標量度僱員對工作上不同方面的滿意 程度。 這個指標共有 11 條問題，包括對薪酬、福利及工作時數 等的滿意程度。 這個指標是以 1 – 7 分來評分，分數越高便表示僱員的滿 意度越高。 Employees’ Well-being Index aims to measure employees’ satisfaction towards various aspects of their work. There are 11 questions in this index, including satisfaction about salary, fringe benefits and work hour, etc. The index is based on a scale of 1 – 7, and a higher score represents a higher overall satisfaction of the employees.

45. 45 Employees’ Job Satisfaction 僱員工作滿意度指標 7-point scale: 1 – Extremely dissatisfied ; 7 – Extremely satisfied 七分制 : 1 – 極之不滿意, 7 – 極之滿意

46. 46 Employees’ Job Satisfaction 僱員工作滿意度指標 7-point scale: 1 – Extremely dissatisfied ; 7 – Extremely satisfied 七分制 : 1 – 極之不滿意, 7 – 極之滿意

47. 47 Job Satisfaction Ranking 工作滿意度排名 5.5 Mean 平均值 7-point scale: 1-3 low; 4 medium; 5-7 high 七分制 : 1-3 低 ; 4 中 ; 5-7 高 4.9 4.7 4.6 4.5 4.4 4.2 3.5 3.4 1 2 3 4 5 6 7 8 9 10 11

48. 48 主要研究結果 (I) Major Findings (I) 本調查顯示香港僱員對整體工作滿意度較高，平 均有 5.03 分。 僱員在工作上最滿意是與同事的關係，其次是與 上司的關係及運用個人才能的機會。 至於最不滿意的是晉升機會及提供的培訓。 Employees are most satisfied with their relationships with colleagues; the next is relationship with superiors, and opportunity to use personal abilities. They are least satisfied with promotion and training.

49. 49 Employees’ Job Satisfaction – by Industry 僱員工作滿意度指標 – 行業 7-point scale: 1 – Extremely dissatisfied ; 7 – Extremely satisfied 七分制 : 1 – 極之不滿意, 7 – 極之滿意 Mean JS = 5.03

50. 50 Employees’ Job Satisfaction – Manufacturing Industry 僱員工作滿意度指標 – 製造業 7-point scale: 1 – Extremely dissatisfied ; 7 – Extremely satisfied 七分制 : 1 – 極之不滿意, 7 – 極之滿意 Higher than the respective mean 比對應平均值高 Lower than the respective mean 比對應平均值低

51. 51 Employees’ Job Satisfaction – Construction Industry 僱員工作滿意度指標 – 建造業 7-point scale: 1 – Extremely dissatisfied ; 7 – Extremely satisfied 七分制 : 1 – 極之不滿意, 7 – 極之滿意 Higher than the respective mean 比對應平均值高 Lower than the respective mean 比對應平均值低

52. 52 Employees’ Job Satisfaction – Restaurants & Hotels Industry 僱員工作滿意度指標 – 飲食及酒店業 7-point scale: 1 – Extremely dissatisfied ; 7 – Extremely satisfied 七分制 : 1 – 極之不滿意, 7 – 極之滿意 Higher than the respective mean 比對應平均值高 Lower than the respective mean 比對應平均值低

53. 53 Employees’ Job Satisfaction – by Occupation 僱員工作滿意度指標 – 職業界別 7-point scale: 1 – Extremely dissatisfied ; 7 – Extremely satisfied 七分制 : 1 – 極之不滿意, 7 – 極之滿意 Mean JS = 5.03

54. 54 Employees’ Job Satisfaction – by Job Position 僱員工作滿意度指標 – 職位 7-point scale: 1 – Extremely dissatisfied ; 7 – Extremely satisfied 七分制 : 1 – 極之不滿意, 7 – 極之滿意

55. 55 Employees’ Job Satisfaction – by Gender 僱員工作滿意度指標 – 性別 7-point scale: 1 – Extremely dissatisfied ; 7 – Extremely satisfied 七分制 : 1 – 極之不滿意, 7 – 極之滿意

56. 56 Employees’ Job Satisfaction – by Age Group 僱員工作滿意度指標 – 年齡 7-point scale: 1 – Extremely dissatisfied ; 7 – Extremely satisfied 七分制 : 1 – 極之不滿意, 7 – 極之滿意

57. 57 主要研究結果 (II) Major Findings (II) 調查顯示屬於經理及行政人員的受訪者有最高的工作滿意 指數。 而屬於工藝及有關人員和機台及機器操作員及裝配員的受 訪者則有較低的工作滿意指數。 職位越高，女性和年紀越大的受訪者有較高的工作滿意度。 This survey shows that respondents working as managers and administrators tend to have higher job satisfaction. Respondents working as craft and related workers, and plant and machine operators and assemblers have lower job satisfaction. Respondents who hold senior positions, or are female or older, tend to have higher job satisfaction.

58. 58 Industrial Relations Index (IRI) 勞資關係指數

59. 59 勞資關係指數 (IRI) 是一個量度勞方及資方關係的 指標。 IRI 內的五條問題以 1 – 5 分來評分，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 the relation between labour and employers. The 5 questions in the IRI are based on a scale of 1 – 5, and a higher score represents a more positive view of labour relations.

60. 60 Industrial Relations Index (IRI) 勞資關係指數 5-point scale: 1 – Extremely disagree; 5 – Extremely agree 五分制 : 1 – 極之不同意, 5 – 極之同意 Mean IRI = 3.38 *Lower score represents better relation. 低分表示良好關係

61. 61 Industrial Relations Index (IRI) – Industry 勞資關係指數 – 行業 5-point scale: 1 – Extremely disagree; 5 – Extremely agree 五分制 : 1 – 極之不同意, 5 – 極之同意 Mean IRI = 3.38

62. 62 Industrial Relations Index (IRI) – 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

63. 63 Industrial Relations Index (IRI) – 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

64. 64 Industrial Relations Index (IRI)– by Occupation 勞資關係指數 – 職業界別 5-point scale: 1 – Extremely disagree; 5 – Extremely agree 五分制 : 1 – 極之不同意, 5 – 極之同意 Mean IRI = 3.38

65. 65 主要研究結果 (I) Major Findings (I) 受訪者的評分為中間偏好，反映出勞資關係尚算協調。 建造業的勞資關係指數較低。 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 industrial relations of Hong Kong employees is moderate, with an IRI mean of 3.38. Respondents from the construction industry have a lower IRI. The higher the position, the higher the IRI, which indicates a better relation between the employers and employees.

66. 66 女性的勞資關係指數較男性高。 經理及行政人員及商店銷售員的勞資關係指數較 高；而非技術工人及工藝及有關人員的勞資關係 指數較差。 Female respondents reported a higher IRI than male respondents. Respondents working as managers and administrators and shop sales workers reported a higher IRI, while craft and related workers and respondents working in elementary occupations indicated a lower IRI.