同工同酬对高校编外辅导员离职倾向影响的实证研究  

Influence of Equal Pay for Equal Work on Turnover Tendency of College Supernumerary Instructor

作　　者：何蓓蓓[1] 张雪红[2] 

机构地区：[1]南京信息工程大学水文气象学院,中国江苏南京210044 [2]南京信息工程大学遥感学院

出　　处：《中国健康心理学杂志》2014年第11期1645-1648,共4页China Journal of Health Psychology

基　　金：江苏省高校哲学社会科学研究基金项目(编号:2012SJB880057)阶段性研究成果

摘　　要：目的研究同工同酬对高校编外辅导员离职倾向的影响。方法采用自编的编外辅导员工作满意度调查问卷和离职倾向问卷对江苏某高校的42名编外辅导员进行问卷调查。结果同工同酬后的经济报酬满意度显著高于同工同酬前(F=892.91,P<0.001),而工作环境、自我发展和自我实现的满意度在同工同酬前后无显著差异;同工同酬后离职倾向也明显低于同工同酬前(F=65.74,P<0.001);经济报酬、自我发展同离职倾向存在显著的负相关[偏相关系数分别为-0.631(P<0.001),-0.284(P<0.01)],逐步回归分析发现,经济报酬对离职倾向的影响和贡献程度大于自我发展。结论同工同酬对高校编外辅导员离职倾向具有显著影响,经济报酬和自我发展是高效编外辅导员离职倾向的关键性影响因素,其中经济报酬是最关键性影响因素。Objective To study the effect of equal pay for equal work on job satisfaction and turnover tendency of college supernu -merary instructor .Methods A total of 42 college supernumerary instructor were tested by the job satisfaction questionnaire and turnover tendency questionnaire .Results The job satisfaction of financial reward before equal pay for equal work was significantly lower than that after equal pay for equal work （F=892.91,P＜0.001）and the turnover tendency had the opposite change tendency with the change of e -qual pay for equal work（F=65.74,P＜0.001）;However,working conditions,personal development and self -fulfillment had no signifi-cant change .Meanwhile ,the job satisfaction of financial reward and personal development obviously negatively correlated with the turn -over tendency（the partial correlation coefficients were-0.631（P＜0.001）and -0.284（P＜0.01,respectively）;Influence of financial re-ward on turnover tendency were stronger than the personal development using stepwise regression analysis .Conclusion The equal pay for equal work has an significant influence on job satisfaction and turnover tendency .Financial reward and personal development are the key influent factors of turnover tendency ,and the financial reward is the most crucial factor .

关 键 词：同工同酬 编外辅导员 工作满意度 离职倾向 

分 类 号：C913.2[经济管理] C912.64[社会学]