本文選題：科研事業(yè)單位　切入點：高層管理者　出處：《東華大學》2014年碩士論文　論文類型：學位論文

【摘要】：近年來,隨著我國科技體制改革的日益深入以及人才競爭的日趨激烈,科研事業(yè)單位的薪酬制度也處在快速變革之中,而科研事業(yè)單位的薪酬與相類似的科技企業(yè)相比競爭力不強,尤其是處于核心領(lǐng)導地位的高層管理者。改革薪酬管理制度,提高薪酬滿意度是科研單位人事分配制度改革的重要內(nèi)容,對于吸引人才、留住人才,充分調(diào)動人才的積極性與主動性,增強我國科研事業(yè)單位的市場競爭力具有十分重要的意義。 本文分六章展開： 第一章,緒論。提出研究背景與研究意義,并對國內(nèi)外關(guān)于薪酬滿意度的研究進行回顧綜述,闡述了研究方法思路與內(nèi)容框架、具體章節(jié)安排和本研究的研究方法并總結(jié)可能的研究創(chuàng)新點。 第二章,我國科研事業(yè)單位高層管理者薪酬滿意度構(gòu)成、特點以及影響因素。首先,對本文研究的我國科研事業(yè)單位與高層管理者進行界定,闡述其薪酬的特點與構(gòu)成,根據(jù)其薪酬的特點對高層管理者薪酬滿意度的構(gòu)成與影響因素進行梳理。 第三章,適應我國科研事業(yè)單位高層管理者薪酬滿意度多維度模型。在文獻分析綜述研究的基礎(chǔ)上,根據(jù)當前科研事業(yè)單位高層管理者薪酬制度的現(xiàn)狀與問題,針對性提出適合我國科研事業(yè)單位高層管理者的薪酬滿意度多維度框架。 第四章,對A市兩家電子類科研事業(yè)單位的薪酬滿意度情況進行了實證分析。該部分是本文的核心內(nèi)容,首先闡述了對A市電子類科研事業(yè)單位進行調(diào)查分析的必要性；其次對調(diào)查問卷的情況進行了說明；再次對調(diào)查結(jié)果進行了統(tǒng)計分析,其中統(tǒng)計分析包括總體現(xiàn)狀分析、各維度具體細化分析以及不同性別、不同學歷的差異化分析。 第五章,提高我國科研事業(yè)單位高層管理者薪酬滿意度的策略。根據(jù)薪酬滿意度的相關(guān)理論,結(jié)合本文調(diào)查問卷分析的結(jié)果,結(jié)合目前A市電子類科研事業(yè)單位高層管理者薪酬現(xiàn)狀及問題,提出提高我國科研事業(yè)單位高層管理者薪酬滿意度的相關(guān)策略與方案。 第六章,結(jié)論部分。該部分揭示了本文研究的結(jié)論,羅列出本文的三個研究結(jié)論,指出我國科研事業(yè)單位必須提高高層管理者的薪酬滿意度從而來提高其競爭力,并提出自己的研究不足點。
[Abstract]:In recent years, with the deepening of science and technology system reform in our country and the increasingly fierce competition for talents, the salary system of scientific research institutions is also in the process of rapid transformation. However, the compensation of scientific research institutions is not competitive compared with similar scientific and technological enterprises, especially the top managers who are in the core leadership position. Reform the compensation management system, Improving salary satisfaction is an important part of the reform of personnel distribution system in scientific research units. It can attract talents, retain them and fully mobilize their enthusiasm and initiative. It is of great significance to strengthen the market competitiveness of scientific research institutions in China. This paper is divided into six chapters:. The first chapter, introduction, puts forward the research background and significance, and reviews the domestic and foreign research on salary satisfaction, expounds the research methods and content framework. Specific chapter arrangement and the research method of this research and summarize the possible research innovation. In the second chapter, the composition, characteristics and influencing factors of the salary satisfaction of the senior managers in our country's scientific research institutions are defined, and the characteristics and composition of the compensation of the research institutions and senior managers are defined. According to the characteristics of compensation, the composition and influencing factors of compensation satisfaction of senior managers are combed out. The third chapter adapts to the multi-dimensional model of compensation satisfaction of senior managers in scientific research institutions in China. Based on the literature analysis and review, according to the current status and problems of the compensation system of senior managers in scientific research institutions, This paper puts forward a multi-dimensional framework of salary satisfaction for senior managers of scientific research institutions in China. In chapter 4th, the author makes an empirical analysis on the salary satisfaction of two electronic research institutions in A city. This part is the core content of this paper. Firstly, it expounds the necessity of investigating and analyzing the electronic research institutions in A city. Secondly, the situation of the questionnaire is explained, and the results of the survey are analyzed. The statistical analysis includes the analysis of the overall situation, the detailed analysis of each dimension, and the difference analysis of different gender and different educational background. Chapter 5th, the strategies to improve the salary satisfaction of the senior managers of scientific research institutions in China. According to the relevant theory of compensation satisfaction, combined with the results of the questionnaire analysis in this paper, Based on the current salary situation and problems of senior managers in electronic research institutions in A city, this paper puts forward the relevant strategies and schemes to improve the salary satisfaction of senior managers of scientific research institutions in China. Chapter 6th, conclusion. This part reveals the conclusions of this paper, lists the three conclusions of this paper, and points out that our country's scientific research institutions must improve the salary satisfaction of senior managers in order to improve their competitiveness. And put forward their own research deficiencies.
【學位授予單位】：東華大學
【學位級別】：碩士
【學位授予年份】：2014
【分類號】：G311

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