基于公平理论的员工薪酬满意度研究.docx

授大il办大李DALIAN UNIVERSITY OF TECHNOLOGY眉 士 # 位 论 文 DOCTORAL DISSERTATION基于公平理论的员工薪酬满意度研究博 士 学 位 论 文基于公平理论的员工薪酬满意度研究Study on Employee’s Salary SatisfactionBased on Equity Theory作 者 姓 名 ： _________叶勤学科、专业：技术经济及管理学 号：10111050指 导 教 师 ： _ _ _ _ _ _ 戴 大 双完 成 日 期 ：2007年12月大连理工大学 Dalian University of Technology独创性说明作者郑重声明：本博士学位论文是我个人在导师指导下进行的研究工 作及取得研究成果尽我所知，除了文中特别加以标注和致谢的地方外， 论文中不益含其他人已经发表或撰写的研究成果，也不包含为获得大连理 工大学或者其他单位的学位或证书所使用过的材料与我一同工作的同志 对本研究所做的贡献均已在论文中做了明确的说明并表示了谢意 作者签名：日期： ⑽ 、 I大连理工大学博士学位论文大连理工大学博士学位论文摘摘 要要随着社会的不断进步、现代企业管理理念的不断更新，“以人为本、高度满意”的 员工激励机制已经成为现在人力资源管理的热点。

在类似中国这样的发展中国家，通过 薪酬激励提高企业员工的薪酬满意度，仍然是提高企业未来竞争优势的重要手段之一本文以成功转制的大型国有企业员工为研究对象，基于公平理论，探讨员工薪酬满 意度的特点、寻找并分析其主要影响要素，剖析薪酬满意度与其影响要素的相互关系， 进而建立基于公平理论的薪酬满意度结构模型，为了解我国企业员工的薪酬满意度现 状、制定适合我国企业的薪酬制度和政策、设计科学的薪酬管理体系提供有益的指导首先，针对现有研究不系统、概念界定不清晰，且主要以西方国家企业员工为研 究背景的不足，通过对国内外主要研究文献的系统整理、专家访谈和评分，重新从概 念和操作层面界定了研究变量：将薪酬满意度提炼归纳为显性薪酬满意度和隐性薪酬 满意度两个维度；基于公平理论，从三个纬度确定了投入要素、产出要素和环境要素 三类与薪酬满意度关系最为密切的影响要素变量在此基础上，开发了适合我国国情 .的薪酬满韋度及其影响要素的测量量表，通过实证研究检验了量表的信度与效度其次，’通过实证研究，揭示了各类影响要素与薪酬满意度之间的影响关系，明确 了各类要素对薪酬满意度的直接或间接作用以成功转制的大型中国国有企业员工为 样本的问卷调查结果表明：我国企业员工的薪酬满意度的总体水平较低；组织环境、 显性产出、薪酬水平和技能投入依次是显性薪酬满意度最具预测力的4个变量，组织 环境、隐性产出、技能投入和显性产出依次是隐性薪酬满意度最具预测力的4个变量。

研究还发现，组织环境变量对显性薪酬满意度和隐性薪酬满意度的预测力都是最高的， 这充分反映出我国企业受东方文化影响的特征最后，构建了一个基于公平理论的薪酬满意度结构模型，该模型有机的融入了公 平理论，不但针对我国企业特征从投入、产出和环境三方面系统的阐释了薪酬满意度 的研究框架，而且涵盖了影响薪酬满意度的关键要素，并揭示出了各类要素之间以及 与薪酬满意度的关系本研究提供了一整套测量我国企业员工薪酬满意度的工具，为我国企业的人力资 源管理人员寻找和改善企业员工薪酬满意度的关键要素、制定合理高效的薪酬政策和 制度提供了一套分析工具和理论依据 关键词：薪酬满意度；公平理论；组织环境；显性产出；隐性产出I 3叶勤：基于公平理论的薪酬满意度测度 研究Study on Employee’s Salary Satisfaction Based on Equity Theory AbstractWith the advancement of society and the renovation of modern theory of enterprise management, the employee encouragement system of “People-oriented, High-satisfying” has been the facous in the field of human resource management now. In developing nations, like China, it’s one of the important means to improve the competition advantage in the future that the company improves the salary satisfaction of employee through salary encouragement.In the dissertation, with the employees of big natinal enterprise that had reformed successfully as the study subject, based on equity theory, the reasearcher discusses and analyses the characteristics of employee’s salary satisfaction, its significant influencing factors, the relationship between salary satisfaction and its influencing factors, and constructs a salary satisfacion modle based on the analysis. The results of the study provide helpful instruction for understanding Chinese employee’s salary satisfaction, making salary policies adapte to Chinese enterprise and planning scientific salary management system.Firstly, aiming at non-systemic study, unclear concepts and with the background of daily life of western employees in previous studies, based on systematical and thorough literature review, specialists interview and grade, the researcher clearly defines the research variables from the aspects of content and operational conception: classifies salary satisfaction into two dimensions of obvious and recessive salary satisfaction; confirms three dominant determinants influencing factors of salary satisfaction, which are devoted factors, output factors and environment factors variables based on equity theory. Base on these analysis, a scale is developed, which is suitable for measuring Chinese employee’s salary satisfaction and its influencing factors. The reliability and validity of the scale are certified by empirical study.-Secondly, the study analyses the relationship between influencing factors and salary satisfaction. The investigation with sample of the employees of big national enterprise shows that, Chinese employees have a general low level salary satisfaction; there are four stronger power variables of predicting obvious salary satisfaction that decline in the order of organization environment, obvious output, salary level and skill devotion, and four stronger power variables of predicting recessive salary satisfaction that decline in the order of organization environment, recessive output, skill devotion and obvious output. The results also find out that, organization environment is the strongest power varialble of predicting obvious and recessive salary satisfaction, which reflects the characteristic of Chinese company influced by east culture.大连理工大学博士学位论文大连理工大学博士学位论文Finally, the study constructs a salary satisfaction modle based on equity theory, that syncretizes equity theory, expounds the study frame from three aspact of devotion, output and environment aiming at Chinese enterprise, includes the primary determinants factors influencing salary satisfaction and reveals the relationship between influencing factors and salary satisfaction.The study provides a set of tools to measure employee’s salary satisfaction of Chinese company, and a set of analyzing tools and theorecical basis for human resourece manager to find out the key factors and improve employee’s salary satisfaction, make suitable 。