物流企业新生代员工薪酬满意度实证分析——以江苏省为例  

An Empirical Analysis of the New Generation Employees' Pay Satisfaction Who Coming from Logistics Enterprises——Based on Jiangsu Province

作　　者：孙树伟[1] 张海燕[2] 

机构地区：[1]徐州工程学院数理学院,江苏徐州221111 [2]江苏师范大学商学院,江苏徐州221116

出　　处：《物流科技》2017年第7期12-15,共4页Logistics Sci-Tech

基　　金：江苏省教育厅高校哲学社会科学研究资助项目;项目编号:2016SJB630079;江苏省社科应用研究精品课题项目;项目编号:16SYC-020

摘　　要：通过160位江苏省物流企业新生代员工薪酬满意度现状分析发现:物流企业新生代员工薪酬满意度具体表现为薪酬水平满意度、福利满意度、加薪满意度和薪酬管理满意度4个核心子维度;江苏省物流企业新生代员工薪酬满意度及其4个子维度满意度均为"一般",并且,薪酬水平满意度是"短板"中的"最短板",员工实际薪酬水平是薪酬满意度的关键因素。因此,应在维持并逐步提升其他3个子维度满意度的同时,重点考虑通过提升物流企业新生代员工实际薪酬水平,优化薪酬水平满意度,进而最终提升总体薪酬满意度。Based on the analysis of 160 new generation employees＇ pay satisfaction coming from logistics enterprises in Jiangsu province, this article shows that--pay satisfaction of the new generation employees＇ working at the logistics enterprises is embodied in four core dimensions： pay level satisfac- tion, benefit satisfaction, pay raises satisfaction and pay man- agement satisfaction; the overall pay satisfaction degree and the four sub-dimension satisfaction of the new generation em- ployees coming from logistics enterprises in Jiangsu province are ＂general＂. and furthermore, the satisfaction degree of the pay level is the ＂shortest hoard＂ in the ＂short boards＂, and the actual pay level of the employees is the key factor influ- encing pay satisfaction degree. Therefore, we should pay more attention to improve employees＂ actual pay level in order to optimize the pay level satisfaction and then ultimately enhance the overall pay satisfaction, and at the same time maintain and gradually enhance the other three sub-dimensional satisfactions.

关 键 词：物流企业新生代员工 薪酬满意度 实际薪酬 江苏省 

分 类 号：F240[经济管理—劳动经济]