相关论文

企业人力资源管理人员薪酬满意度研究,人力资源管理[CQVIP免费论文网]谈文范文,人力资源管理[CQVIP免费论文网]谈文如何写,人力资源管理[CQVIP免费论文网]谈文如何写大纲

时间: 2016-6-25 7:09:05    作者: 佚名    来源:中国论文    查看:

薪酬满意度是影响员工工作态度和工作绩效的重要因素,也是企业人力资源管理工作的一项重要管理内容。作为企业人力资源管理工作职能承担者的企业人力资源管理人员,本身也有一个薪酬满意度问题值得探讨,而在现有文献中,尚未见到有对该类人员薪酬满意度的专项研究。本文以企业人力资源管理人员为研究对象,对其薪酬满意度构...

薪酬满意度是影响员工工作态度和工作绩效的重要因素,也是企业人力资源管理工作的一项重要管理内容。作为企业人力资源管理工作职能承担者的企业人力资源管理人员,本身也有一个薪酬满意度问题值得探讨,而在现有文献中,尚未见到有对该类人员薪酬满意度的专项研究。本文以企业人力资源管理人员为研究对象,对其薪酬满意度构成维度、薪酬满意度状况、与组织公平、积极-消极情感和工作绩效的关系进行了理论和实证研究,并提出提高其薪酬满意度的建议。首先,在对薪酬满意度理论(薪酬满意度涵义、三种理论模型、构成维度、影响因素、作用效果等)、组织公平理论、积极-消极情感理论和工作绩效理论综述的基础上,结合企业人力资源管理人员自身的特点提出本研究的假设;其次,在Heneman和Schwab (1985)的PSQ量表基础上增加非经济报酬满意度的测量题项形成薪酬满意度量表,同时使用成熟的组织公平、积极-消极情感和工作绩效量表组成调查问卷,在珠三角企业人力资源管理人员认证培训班进行调查,对收集的数据进行信度和效度分析;接下来,采用SPSS13.0软件对数据进行因子分析、单因素方差分析或独立样本t检验、相关分析、多元回归分析,论证本研究提出的假设;最后,提出提高企业人力资源管理人员薪酬满意度的建议,并指出本研究的贡献、局限和研究展望。实证研究很好地论证了本研究提出的理论假设,得到的主要结论为:(1)企业人力资源管理人员薪酬满意度由薪资水平、福利、非经济报酬、薪资晋升、薪资政策与管理五个维度构成:(2)非经济报酬是企业人力资源管理人员薪酬满意度的重要构成维度;(3)不同类别企业人力资源管理人员薪酬满意度无显著差异;(4)组织公平、积极情感对企业人力资源管理人员薪酬满意度和工作绩效有正向影响;(5)消极情感对企业人力资源管理人员薪酬满意度和工作绩效无显著影响;(6)薪酬满意度对企业人力资源管理人员工作绩效有正向影响。研究结论对采取多种措施提高企业人力资源管理人员薪酬满意度有积极的借鉴意义。
【关键词】 人力资源管理; 薪酬满意度; 非经济报酬; 工作绩效;
 Compensation satisfaction is an important factor of human resource management in an enterprise, and it affects employees’ working attitude and job performance. Human resource administrator’s compensation satisfaction is worth researching into. However, the relative special and systematic research on the research is not existed in previous documents. With human resource administrators in enterprises as the study, object, this thesis theoretically and empirically researches into dimensionalities of human resource administrator’s compensation satisfaction, condition of compensation satisfaction, and the relation among organizational justice, positive and negative affect, job performance. At the same time, a suggestion of raising human resource administrator’s compensation satisfaction has been put forward.Firstly, based on the Theory of Compensation Satisfaction (meaning of compensation satisfaction, Equity Model, Discrepancy Model, Modified Discrepancy Model, composed dimensionalities, influencing factor, effect, etc.), Organizational Justice Theory, Positive and Negative Affect Theory, and Job Performance Theory, this research proposed hypothesis with traits on the enterprise human resource administrator. Secondly, based on PSQ Scale (1985) by Heneman and Schwab, a specific Compensation Satisfaction Scale was formed with measuring item as added items. At the same time, inquired students of Human Resource Administrator Training Workshops in Pearl River Delta Region with questionnaire which formed with practical scales on organizational justice, positive and negative affect, and job performance; and collected all the data for reliability and validity analysis. Conducted Factor Analysis, One-Way ANOVA, Independent-Sample T Test, Correlation Analysis and Linear Regression with SPSS 13.0 software, and proved the hypothesis proposed before. Finally, put forward a suggestion of raising human resource administrator’s compensation satisfaction, and indicated the contribution, limitation and prospect for this research.The theoretical hypothesis proposed in this research was well proved by the empirical study, with conclusions as followed. First, human resource administrator’s compensation satisfaction was composed by compensation level, welfare, noneconomic return, compensation increase, compensation structure and management. Second, the noneconomic return was important composed dimensionalities of the compensation satisfaction to the human resource administrators in enterprises. Third, the compensation satisfaction showed no significant differences in different types of the human resource administrators in enterprises. Forth, organizational justice and positive affect had positive impact on the compensation satisfaction and job performance. Fifth, the negative affect showed no significant effect on compensation satisfaction and job performance. The last but not the least, there was positive impact on the job performance of the human resource administrators in enterprise by compensation satisfaction. These conclusions had great referring significance on the multi-approach improvement of compensation satisfaction to the human resource administrators in enterprises.
【Key words】 Human Resource Management; Compensation Satisfaction; Noneconomic Return; Job Performance;

参考文献:
[1] 金燕,乔杰.  西部地区民营企业员工薪酬满意度的四维分析[J]. 科技与管理. 2008(04)
[2] 刘帮成,王慧,杨文圣.  薪酬满意度的测量及其作用机制研究:以政府雇员为例[J]. 心理科学. 2008(03)
[3] 王勇明,付鹏,郭坚华.  高校教师薪酬满意度及影响因素探析[J]. 高教探索. 2008(03)
[4] 于海波,郑晓明.  薪酬满意度的测量、影响因素和作用[J]. 科学管理研究. 2008(01)
[5] 郑蕊,鲁郁陶.  非经济性薪酬和组织公平性对薪酬满意度的影响[J]. 价值工程. 2008(02)
[6] 吴国权.  企业人力资源经理岗位胜任特征研究[J]. 郑州航空工业管理学院学报. 2007(06)
[7] 周湘峰.  企业核心员工非薪酬激励问题探讨[J]. 商场现代化. 2007(35)
[8] 王伟强,李录堂.  试论知识员工的非物质激励[J]. 西北工业大学学报(社会科学版). 2007(03)
[9] 茅力可.  基于知识型员工行为特点的内在报酬激励机制研究[J]. 科技创业月刊. 2007(08)
[10] 刘业政,杨洁琼,赵勇,王卫.  企业人力资源主管人员胜任力模型实证研究[J]. 价值工程. 2007(05) 中国博士学位论文全文数据


  


上一篇:高校人力资源管理对组织绩效的[CQVIP免费论文网]影响,人力资源管理[CQVIP免费论文网]谈文范文,人力资源管理[CQVIP免费论文网]谈文如何写,人力资源管理[CQVIP免费论文网]谈文如何写大纲
下一篇:我国[中国CQVIP免费论文网]女性人力资源开发对策研究,人力资源管理[CQVIP免费论文网]谈文范文,力资源管理[CQVIP免费论文网]谈文如何写,人力资源管理[CQVIP免费论文网]谈文如何写大纲

网友评论

我来说两句

用户名:   验证码: 验证码,看不清楚?请点击刷新验证码