本文選題：深圳H公司 + 技術(shù)型員工�。� 參考：《湘潭大學(xué)》2014年碩士論文

【摘要】：深圳H公司一直致力于實(shí)現(xiàn)從傳統(tǒng)產(chǎn)業(yè)到高新技術(shù)產(chǎn)業(yè)的升級(jí)，由勞動(dòng)密集型企業(yè)向高新技術(shù)型企業(yè)發(fā)展。因此，作為深圳H公司科研創(chuàng)新的中堅(jiān)力量——技術(shù)型員工，他們是公司發(fā)展的命脈，對(duì)公司目標(biāo)的實(shí)現(xiàn)有著重要影響，甚至關(guān)系到企業(yè)經(jīng)營(yíng)的成敗。但在激烈的市場(chǎng)競(jìng)爭(zhēng)壓力下，公司技術(shù)型員工大量流失勢(shì)必給深圳H公司帶來(lái)不可估量的損失。因此，深圳H公司要想取得良好的業(yè)績(jī)，實(shí)現(xiàn)企業(yè)的可持續(xù)發(fā)展，在穩(wěn)定企業(yè)現(xiàn)有人才（特別是技術(shù)型人才）的同時(shí)更要?jiǎng)?chuàng)造良好的條件吸引更多優(yōu)秀的人才加入到企業(yè)團(tuán)隊(duì)中。從而，對(duì)深圳H公司技術(shù)型員工的薪酬滿意度進(jìn)行調(diào)查研究成為當(dāng)前公司發(fā)展的當(dāng)務(wù)之急。 本文在依據(jù)薪酬滿意度相關(guān)理論的基礎(chǔ)上，綜合運(yùn)用調(diào)查法、理論與實(shí)證相結(jié)合法及文獻(xiàn)歸納法等多種方法，考察了深圳H公司技術(shù)型員工薪酬滿意度現(xiàn)狀及影響因素問題。首先介紹并闡述了技術(shù)型員工的含義及特點(diǎn)、薪酬滿意度激勵(lì)理論、薪酬滿意度影響因素、薪酬滿意度測(cè)量方法及模型等理論；然后通過實(shí)地調(diào)查從五個(gè)不同的維度考察了深圳H公司技術(shù)型員工薪酬滿意度現(xiàn)狀；接著根據(jù)問卷回收結(jié)果，采用回歸分析，檢驗(yàn)了五個(gè)維度與員工薪酬滿意度之間的因果關(guān)系；最后結(jié)合深圳H公司戰(zhàn)略目標(biāo)及實(shí)情提出改進(jìn)深圳H公司技術(shù)型員工薪酬管理制度，，提升技術(shù)型員工薪酬滿意度的策略。研究結(jié)果表明：深圳H公司在技術(shù)型員工薪酬管理方面存在薪酬水平偏低、薪酬提升制度缺乏激勵(lì)性、薪酬分配機(jī)制不夠公平及公司福利政策不完善等問題，因此，深圳H公司應(yīng)積極考慮這些方面的改善工作，以提高技術(shù)型員工薪酬滿意度，穩(wěn)定企業(yè)優(yōu)秀人才隊(duì)伍。 本文結(jié)合員工薪酬滿意度相關(guān)理論，根據(jù)深圳H公司實(shí)情，歸納和總結(jié)出了五個(gè)影響深圳H公司技術(shù)型員工薪酬滿意度的因素（薪酬制度滿意度、薪酬提升滿意度、薪酬分配公平性滿意度、薪酬水平滿意度及福利水平滿意度），形成了具有較強(qiáng)針對(duì)性的技術(shù)型員工薪酬滿意度調(diào)查問卷，以更有效的了解深圳H公司在技術(shù)型員工薪酬管理方面存在的問題與不足，使得改善技術(shù)型員工薪酬滿意度的對(duì)策有具有一定的針對(duì)性和可操作性，同時(shí)對(duì)于其他同類型企業(yè)技術(shù)型員工薪酬滿意度調(diào)查具有一定的參考價(jià)值。
[Abstract]:Shenzhen H company has been committed to upgrading from traditional industry to high and new technology industry, developing from labor-intensive enterprises to high and new technology enterprises. Therefore, as the backbone of scientific research and innovation of Shenzhen company, technical employees, they are the lifeblood of the company's development, and have an important impact on the realization of the target of the company and even related to the realization of the company's goal. The success or failure of enterprise management, but under the pressure of fierce market competition, the huge loss of the company's technical staff will bring immeasurable loss to the H company of Shenzhen. Therefore, Shenzhen H company wants to achieve good performance and realize the sustainable development of the enterprise, and should create better the existing people (especially the technical talent) at the same time. The good conditions attract more talented people to join the enterprise team. Thus, it is urgent to investigate the salary satisfaction of the technical employees in the H company of Shenzhen.
On the basis of the related theory of salary satisfaction, this paper investigates the status and influence factors of salary satisfaction of technical employees in Shenzhen H company by using survey method, theoretical and empirical method and literature induction. Firstly, it introduces and expounds the meaning and characteristics of technical employees, and the incentive of salary satisfaction. The theory, the influence factors of salary satisfaction, the measurement method of salary satisfaction and the model theory, and then through the field investigation, the present situation of the salary satisfaction of the technical employees of Shenzhen H company is examined from five different dimensions. Then the results of the questionnaire recovery and the regression analysis are used to examine the relationship between the five dimensions and the employee's salary satisfaction. In the end, combining the strategic target and the actual situation of the Shenzhen H company, we put forward the improvement of the salary management system of technical employees in Shenzhen H company to improve the salary satisfaction of technical employees. The results show that there is a low salary level in the salary management of technical employees in Shenzhen H company, and the salary promotion system is lack of incentive and salary. The distribution mechanism is not fair and the company's welfare policy is not perfect. Therefore, Shenzhen H company should actively consider the improvement of these aspects in order to improve the salary satisfaction of technical employees and stabilize the outstanding talents of enterprises.
This paper, based on the related theory of employee compensation satisfaction, sums up and summarizes five factors that affect the salary satisfaction of Shenzhen H company's technical employees (salary system satisfaction, salary promotion satisfaction, salary distribution fairness satisfaction, compensation water level satisfaction and welfare level satisfaction), which have formed a comparison of H company's compensation satisfaction. The highly targeted technical employees' salary satisfaction questionnaire is more effective to understand the problems and deficiencies in the salary management of technical employees in Shenzhen H company, so that the Countermeasures for improving the salary satisfaction of technical employees have certain pertinence and operability, and the salary of other enterprises of the same type is paid. The investigation of remuneration satisfaction has a certain reference value.

【學(xué)位授予單位】：湘潭大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F426.6;F272.92

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