六维度中国式现代企业薪酬体系构建研究  

Study on the Compensation System with Six- Dimensional Chinese Culture Components in Modem Chinese Firms

作　　者：王硕[1] 张长征[1] 李阳[1] 

机构地区：[1]西安理工大学经济与管理学院,陕西西安710054

出　　处：《经济管理学刊（中英文版）》2014年第2期26-34,共9页Economic Management Journal

摘　　要：我国企业薪酬管理实践多以西方经典薪酬管理理论为指导，其整体水平的提升受制于本土化薪酬管理思想、理论与方法的普遍缺位。在此背景下，薪酬管理理论的中国化已成为我国人力资源管理学者迫在眉睫的任务。本文尝试从传统文化背景下中国员工的认知习惯与心智模式的视角出发，在经验总结和文献梳理的基础上，归纳推理与演绎推理相结合，重新解读了薪酬体系，提出了六维度薪酬构成模型。模型认为对不同层次、不同类型的员工而言，其薪酬构成在六大维度上具有各自不同的权重与确定方法，详细阐释了六种薪酬要素的具体内涵与确定基准，最后就如何推进该模型的研究与落实指出了未来的研究重点。薪酬构成体系的中国化解读，有利于员工对薪酬的理解与支持，有利于薪酬管理当局更有效的采用中国式薪酬沟通强化薪酬激励效应，摆脱当前薪酬管理的困境。The compensation management practices mainly depend on the guidance of classical western compensation management theory, which leads to the obvious shortage of good localized compensation management theory and methods. Under this condition, the chinization of compensation management theory has been the urgent task facing the HR management scholars of China. The paper tries to renew the explanation of compensation system stemming from the perspective of Chinese employees＇ think patterns and cognitive habits, based on the empirical summarization and literature review. Based on the work above, the paper proposes a Chinese-style compensation system with six dimensions, which includes compensation for heart involvement, compensation for hard work, compensation for pleasure, compensation for warmness, compensation for trust, and compensation for innovation. The Chinese comprehension of compensation system is helpful to the understanding and support of employees, and is good for managers to adopt more effective compensation communication with Chinese features which can enhance the motivation effect of compensation.

关 键 词：薪酬体系 薪酬管理 本土化 薪酬构成模型 

分 类 号：F[经济管理]