本文選題：慈善組織　切入點(diǎn)：薪酬　出處：《上海師范大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

【摘要】：市場經(jīng)濟(jì)的發(fā)展和社會的轉(zhuǎn)型為我國慈善組織的發(fā)展提供了契機(jī),同時(shí)也促使我國慈善組織發(fā)展面臨職業(yè)化和專業(yè)化的要求。在職業(yè)化與專業(yè)化的過程中,首先必須建立一支高效專業(yè)的人才隊(duì)伍,其核心是運(yùn)用人力資源相關(guān)理論,建立并完善慈善組織人才激勵(lì)機(jī)制,在重視非物質(zhì)激勵(lì)的同時(shí),關(guān)注物質(zhì)激勵(lì)(主要為薪酬激勵(lì)),給予慈善組織從業(yè)人員適當(dāng)?shù)拇?為慈善組織的發(fā)展奠定良好的人力資源支撐體系。但是經(jīng)過充分的調(diào)查研究發(fā)現(xiàn),目前慈善組織存在從業(yè)人員薪酬待遇較低、薪酬滿意度不高、社會保險(xiǎn)不足等問題,造成慈善組織難以招募到與崗位相匹配的人才,并且導(dǎo)致現(xiàn)有慈善組織員工的流失,致使我國慈善組織整體運(yùn)營水平較低,所以應(yīng)該適當(dāng)提高慈善組織從業(yè)人員的薪酬待遇,使慈善組織從業(yè)人員享受到合理的待遇水平。但是目前在社會公眾認(rèn)知、政府政策、資助方管理費(fèi)用提取等方面面臨提高薪酬的限制,導(dǎo)致慈善組織薪酬發(fā)展面臨尷尬,阻礙慈善組織的發(fā)展和作用的發(fā)揮。本文旨在通過深入分析目前我國慈善組織薪酬的現(xiàn)狀,發(fā)現(xiàn)慈善組織發(fā)展過程中面臨的薪酬問題,并積極尋求解決方法,進(jìn)一步提出慈善組織薪酬政策制定的建議。本文共包括5個(gè)章節(jié)。文章首先闡述了慈善組織薪酬研究的背景與意義,回顧了國內(nèi)外慈善組織薪酬研究方面的現(xiàn)狀,發(fā)現(xiàn)與國外研究相比,國內(nèi)慈善組織薪酬研究方面明顯不足;此外,第一部分對慈善組織、慈善組織薪酬等相關(guān)概念進(jìn)行界定,明確文章研究的對象和范圍。文章第二部分,對慈善組織薪酬的相關(guān)理論及其在慈善組織薪酬中的運(yùn)用進(jìn)行了探討,并提出了確定慈善組織薪酬政策的基本原則和價(jià)值理念。第三部分,深入分析目前我國慈善組織薪酬的現(xiàn)狀,并探討我國慈善組織在發(fā)展過程中遇到的薪酬問題及慈善從業(yè)人員薪酬水平難以提高的制約因素。第四部分分析解讀了英、美兩國慈善組織薪酬政策與薪酬制度的實(shí)踐,為我國慈善組織薪酬政策的制定提供宏觀政策方面的借鑒,并探討了企業(yè)薪酬管理的相關(guān)理論和實(shí)踐,為我國慈善組織薪酬政策的制定提供微觀策略方面的借鑒。最后,針對我國慈善組織薪酬的實(shí)際,在宏觀政策和微觀策略方面提出相關(guān)的政策建議,并深入分析了薪酬政策調(diào)整之后薪酬道德風(fēng)險(xiǎn)的防范措施。
[Abstract]:Provides an opportunity to market economy development and social development of China's charitable organization, but also to promote the development of China's charitable organization under occupation and specialization requirements. In the process of occupation and specialization, must first establish an effective and professional personnel, its core is the use of human resources in theory, establish and perfect the charity talent incentive mechanism, in the importance of non material incentives at the same time, pay attention to material incentives (mainly for incentive), give charity practitioners appropriate treatment, for the development of charitable organizations set good human resources support system. But after a full investigation found that the existence of charitable organizations staff salary is low, salary satisfaction is not high, the problem of social insurance is insufficient, resulting in the difficulty of recruiting charity match positions, and lead to the existing The charity organization staff turnover, resulting in the overall level of operation of charitable organizations in our country is relatively low, so the charity should be appropriate to improve the remuneration of workers, the charity organization employees enjoy a reasonable level of treatment. But at present in the public perception, government policy, funding management fees extraction face to improve the compensation limit. To charity organization salary development is faced with embarrassment, development and hinder the charity play. This paper through in-depth analysis of the present situation of China's charitable organization salary, salary problem found charity development process, and actively seek solutions, further put forward the charity organization salary policy recommendations. This paper consists of 5 chapters. This paper firstly describes the background and significance of the charity organization salary research, reviews the domestic and international charitable organizations in terms of salary research The status quo, compared with foreign research, domestic charitable organizations pay research is obviously inadequate; in addition, the first part of the definition of charity charitable organization, compensation and other related concepts, clear article research object and scope. The second part, related theories of charity organization salary and its application in compensation of charitable organizations to investigate, and put forward to determine the basic principles and values of charity pay policy. The third part, in-depth analysis of the current status of China's charitable organization compensation, and to explore the factors to improve the salary problem of charity organizations in China encountered in the process of development and charitable practitioners pay level. The fourth part analyzes the interpretation of English, the practice of American charity organization salary policy and the salary system, provide the macro policy for the development of charity organization in our country pay policy in terms of reference, and exploration Discuss the related theories of enterprise salary management and practice, providing micro strategy lessons for the development of China's charitable organization salary policy. Finally, according to the actual salary of charity organizations in China, and puts forward relevant policy suggestions in macro policy and micro strategy, and in-depth analysis of the remuneration policy adjustment in moral risk compensation measures.

【學(xué)位授予單位】：上海師范大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：D632.9

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本文編號：1646240