薪酬差距-员工价值异质度对绩效的差异性影响研究  

Research on the Influence of Salary Gap and Employee Value Heterogeneity on Performance Differences

作　　者：张海燕 孙树伟[2] ZHANG Haiyan;SUN Shuwei(Business School of Jiangsu Normal University, Xuzhou 221116, China;School of Mathematics and Statistics, Xuzhou University of Technology, Xuzhou 221111, China)

机构地区：[1]江苏师范大学商学院,江苏徐州221116 [2]徐州工程学院数学与统计学院,江苏徐州221111

出　　处：《财经理论研究》2021年第3期102-112,共11页Journal of Finance and Economics Theory

基　　金：教育部人文社会科学青年基金项目(18YJC630238);江苏师范大学人文社会科学研究基金(18XWRX026)。

摘　　要：鉴于当前日益动态、复杂组织工作情境下员工个体贡献的愈益异质化,提出“员工价值异质度”概念;探讨并比较“薪酬差距-员工价值异质度”之间趋于一致和不一致、“高水平”趋于一致和“低水平”趋于一致、“低-高”不一致和“高-低”不一致对员工个体绩效的差异性影响;基于227位高校教师个体层面客观薪酬数据和绩效数据(2014—2017),引入并运用“多项式回归结合三维响应曲面分析法”进行实证检验。结果表明,相比于薪酬差距-员工价值异质度之间“不一致”情形,“趋于一致”情形下的员工个体绩效水平更高;相比于二者“低水平”趋于一致情形,“高水平”趋于一致情形下的员工个体绩效水平更高;相比于二者“高-低”不一致情形,“低-高”不一致情形下的员工个体绩效水平更高。Considering the mounting heterogeneous individual contributions of employees in the increasingly dynamic and complex working context of an organization,the concept of"employee value heterogeneity"is advanced herein.Then,the differential impact between the consistency and inconsistency of"salary gap-employee value heterogeneity",the consistency of"high level"and"low level",as well as the inconsistency of"low-high level"and"high-low level"on individual performance of employees are discussed and compared.Finally,based on the objective salary data and performance data(2014—2017)of 227 college teachers at individual level,"polynomial regression and three-dimensional response surface analysis"is introduced and used for empirical test.The results show that compared with the"inconsistency"between salary gaps and employee value heterogeneity,the individual performance level of employees in"consistency"is higher.Compared with the"low level"of"consistency",the individual performance level of employees with the"high level"of"consistency"is higher.Compared with the"high-low level"inconsistency,the individual performance level of employees in"low-high level"inconsistency is higher.

关 键 词：薪酬差距 员工价值异质度 个体绩效 多项式回归 三维响应曲面分析 

分 类 号：F272.92[经济管理—企业管理]