新生代制造业工人总报酬要素研究——基于扎根理论和劳资双视角  

Research on the Total Compensation Elements of the New Generation Manufacturing Workers

作　　者：詹婧[1] 李玉茹 孟续铎 ZHAN Jing;LI Yu-ru;MENG Xu-duo(Capital University of Economics and Business,Beijing 100070,China)

机构地区：[1]首都经济贸易大学劳动经济学院,北京100070 [2]中国劳动和社会保障科学研究院,北京100029

出　　处：《山东工商学院学报》2021年第3期93-106,共14页Journal of Shandong Technology and Business University

基　　金：2018年北京高等学校高水平人才交叉培养“实培计划”项目“制造业一线工人总报酬模型构建——以苏州市为样本”。

摘　　要：在中国经济下行压力增大、用工成本攀升、劳动力市场供求关系发生变化的时代背景下,新生代农民工就业观念也在发生变化,研究以苏州地区制造业新生代员工为样本,运用扎根理论对工人视角和企业视角下的总报酬要素模型进行本土化讨论,形成了两组存在差异的要素模型,员工认可要素为工资福利、职业要素、工作—生活平衡和关系要素,企业认可要素在此基础上增加了组织沟通,进一步探讨了双视角下的总报酬要素匹配程度,并提出完善制造业新生代员工吸引保留机制的对策建议。Under the background of China′s moderate economic growth,rising employment costs and changes in the relationship between supply and demand in the labor market,the new generation of peasant workers′consciousness and concept is also changing,and the research takes the new generation of employees in the manufacturing industry of Suzhou as a sample,Using rooting theory,this paper makes a localization discussion on the total compensation factor model from the perspective of manufacturing workers′demand and enterprise supply,and forms the main category of differences between the two groups.The elements of employee recognition are salary and welfare,professional factors,work-life balance and relationship elements,on the basis of which the elements of enterprise recognition increase organizational communication,The study further explores the matching degree of total compensation elements and other research findings from the perspective of worker-enterprise.

关 键 词：扎根理论 总报酬要素 制造业 新生代工人 

分 类 号：F425[经济管理—产业经济] F244