薪酬满意的动力机制:比较、公平、满意  

The Motivational Mechanism of Pay Satisfaction:Relationship Between Social Comparison,Organizational Justice and Pay Satisfaction

作　　者：于海波[1] 郑晓明[2] 

机构地区：[1]北京师范大学管理学院,北京100875 [2]清华大学经济管理学院,北京100084

出　　处：《科学学与科学技术管理》2013年第6期163-171,共9页Science of Science and Management of S.& T.

基　　金：国家自然科学基金面上项目"大学生毕业前后生涯适应的Agent模拟;追踪和干预研究"(71171020);教育部人文社会科学研究一般项目"经济衰退背景下多层次的企业员工可就业性的追踪研究"(09YJC630012);全国教育科学"十一五"规划教育部青年课题"大学生可就业性的结构;发展;对求职行为的影响及干预策略"(EIA080280)

摘　　要：薪酬满意度的动力机制是薪酬管理的核心问题。通过对三地多家企业358份有效问卷的统计分析,研究了薪酬满意度与薪酬比较、组织公平感的关系。探索性因素分析结果表明,薪酬比较包括自我比较、本单位比较、外单位和家庭比较三个因素。结构方程建模的结果显示,薪酬比较中的自我比较、外单位和家庭比较通过分配公平和程序公平的完全中介作用影响薪酬满意度的四个维度,得出薪酬管理中薪酬满意度"比较—公平—满意"的动力机制;分配公平比程序公平的中介作用大;薪酬比较对薪酬满意度的影响较大。The motivational mechanism of pay satisfaction in the focus of compensation management. Three hun- dred and fifty eight employees from several companies of three districts in China answered the questionnaire that contained pay satisfaction, social comparison, organizational justice scale was employed as the tool in the study. The results of EFA（exploratory factor analysis）showed that social comparison contained three factors： self compari- son, intra-organizational comparison, and other comparison. The results of SEM （structure equation model） showed that self comparison and other comparison was the total mediator between social comparison and pay satisfaction, the mediating effect of distributive justice was more than procedural justice, and social comparison had great influence on pay satisfaction.

关 键 词：薪酬满意度 薪酬比较 组织公平感 

分 类 号：F272.923[经济管理—企业管理]