绩效工资还是技能工资?——研发人员薪酬差距依据的多源数据实证  

Performance-related Pay or skill-related Pay?——a multi-source data based empirical research on R&D personnel pay dispersion basis

作　　者：徐海波[1] 赵西萍[1] 赵欣[2] 

机构地区：[1]西安交通大学管理学院,陕西西安710049 [2]西安理工大学经济与管理学院,陕西西安710054

出　　处：《西安交通大学学报（社会科学版）》2014年第4期38-46,共9页Journal of Xi'an Jiaotong University：Social Sciences

基　　金：国家自然科学基金项目(71072129;70372052)

摘　　要：依据何种因素拉开员工的薪酬差距是管理实践和研究中的经典问题。结合研发工作复杂性和依赖性强、结果时滞性强、环境不确定强的特点,以及国有研发机构的干部人事制度强调技能的实情,采用客观记录、上级评价、员工报告的多源数据,检验了薪酬差距的绩效依据、技能依据对横向薪酬差距与薪酬满意度关系的调节效应。研究发现:在项目负责人和技术骨干样本中,薪酬与绩效的相关程度越强,横向薪酬差距大小与薪酬满意度之间的负相关关系就越强;薪酬差距基于技能的程度越高,横向薪酬差距大小与薪酬满意度之间的负相关关系就越弱。研究结果支持对研发人员实施技能工资。Which factors broaden the pay gap of employees？ It has been a subject for debate both in management practice and research. Combining characteristics of high complexity, dependence, time lag of results, environmental uneertainty, and actual circumstances of the human resources management （HRM） mode in state - owned R＆D institutions, this paper tests the moderating effect of pay dispersion based on therelationship between performance reasons, technicalreasons versus horizontal pay dispersion, and pay satisfaction by using multi -dada source such as objective recording, higher evaluation and employee reporting etc. The results show that in the samples of project leaders and technical backbone, the more the relevance with performance, the stronger the negative relationship between pay dispersion and pay satisfaction; the more the relevance with skill, the weaker the negative relationship between pay dispersion and pay satisfaction. The results support skill -based compensation for R＆D personnel.

关 键 词：薪酬差距 研发人员 绩效工资 技能工资 薪酬满意度 

分 类 号：F244[经济管理—劳动经济]