劳动密集型企业员工薪酬满意度的结构维度及影响效应  

The Dimension and Spillover Effect of Employees' Salary Satisfaction in Labor-intensive Enterprises

作　　者：王素娟[1] 

机构地区：[1]山东大学(威海)商学院

出　　处：《山东大学学报（哲学社会科学版）》2015年第4期83-92,共10页Journal of Shandong University(Philosophy and Social Sciences)

基　　金：山东省社会科学规划项目"企业高管薪酬分配确定机制与结构优化研究--基于人力资本价值视角"(13CGLJ13)

摘　　要：基于对山东省劳动密集型企业的调查数据,实证分析了劳动密集型企业员工薪酬满意度的实际状况,探讨了员工薪酬满意度的结构维度。研究表明,劳动密集型企业员工薪酬满意度是多维的,可以归纳为薪酬外部竞争性、薪酬结构合理性、福利制度有效性、绩效奖励效率、薪酬制度公平性5个维度。实证结果还显示,员工总体薪酬满意度水平较低;基于不同个体特征的薪酬外部竞争性、福利制度有效性、薪酬制度公平性维度存在着显著性差异,而在薪酬结构合理性和绩效奖励效率维度上并没有呈现出显著性差异;薪酬外部竞争性、福利制度有效性、薪酬管理公平性与员工薪酬满意度水平显著正相关,而绩效奖励效率和薪酬结构合理性与员工薪酬满意度水平不相关。并依据相关研究结论,提出强化劳动密集型企业员工薪酬满意度的有效策略。Based on the survey of some enterprises in Shandong province,this paper empirically analyses the situation of labor-intensive enterprises employees＇ salary satisfaction.Research shows that employees＇ salary satisfaction is multi-dimensional,and it can be summarized as five dimensions of external competitive compensation,pay structure rationality,welfare system effectiveness,performance incentive efficiency,pay system equity.The overall employee salary satisfaction level is low.Different individual characteristics in external competitive compensation,welfare system effectiveness and pay system equity exists significant difference,but pay structure rationality and performance incentive efficiency do not show significant difference. External competitive compensation and welfare system,pay system equity and the employees＇ salary satisfaction level are significantly positive correlation,but performance incentive efficiency,pay structure rationality and staff satisfaction level are not relevant.On the basis of research findings,we discuss the policy implications for increasing employees＇ salary satisfaction degree.

关 键 词：劳动密集型企业 薪酬满意结构维度 差异性影响 薪酬满意度水平 

分 类 号：F272.92[经济管理—企业管理]