本文關(guān)鍵詞：合肥地區(qū)中小企業(yè)員工內(nèi)在薪酬滿意度與離職傾向關(guān)系實(shí)證研究　出處：《內(nèi)蒙古財(cái)經(jīng)大學(xué)》2014年碩士論文　論文類型：學(xué)位論文

  更多相關(guān)文章： 離職傾向 中小企業(yè)員工 內(nèi)在薪酬滿意度 組織氛圍 個(gè)人發(fā)展

【摘要】：在我國(guó)企業(yè)中，99%以上是中小企業(yè)。改革開(kāi)放以來(lái)，隨著我們對(duì)非公經(jīng)濟(jì)地位、作用認(rèn)識(shí)的不斷深化，各級(jí)政府采取強(qiáng)有力的措施，鼓勵(lì)、支持、引導(dǎo)多種所有制經(jīng)濟(jì)健康快速發(fā)展，大量中小企業(yè)如雨后春筍般地涌現(xiàn)出來(lái)，成為支撐我國(guó)經(jīng)濟(jì)快速增長(zhǎng)不可忽視的力量。。 由于中小企的靈活性、科技性、創(chuàng)新性等特殊性，在很多方面比國(guó)有大型企業(yè)存在自有的優(yōu)勢(shì)。然而,中小企業(yè)的這些特性也導(dǎo)致中小企業(yè)員工的流動(dòng)性變得很高。如何降低中小企業(yè)員工離職率，了解員工離職原因是非常重要的。 研究表明員工的離職與員工的滿意度有著密切的關(guān)系。薪酬滿意度又是員工滿意度的最主要構(gòu)成因素，薪酬滿意度又分為內(nèi)部和外部薪酬滿意度，以往國(guó)內(nèi)外學(xué)者的研究主要集中在外在薪酬滿意度。本文將以內(nèi)在薪酬滿意度為重點(diǎn)，將影響內(nèi)在薪酬滿意度的維度分為個(gè)人期望滿意度，個(gè)人發(fā)展?jié)M意度，，組織氛圍滿意度以及其他因素滿意度，研究?jī)?nèi)在薪酬滿意度及其各維度與離職傾向之間的關(guān)系。 本文主要采用問(wèn)卷調(diào)查的方法，首先對(duì)合肥中小企業(yè)不同樣本特征的員工進(jìn)行分類，并隨機(jī)抽樣調(diào)查來(lái)研究員工內(nèi)在薪酬滿意度與離職傾向的關(guān)系，然后運(yùn)用SPSS17.0統(tǒng)計(jì)軟件對(duì)調(diào)查結(jié)果進(jìn)行統(tǒng)計(jì)分析,依照樣本的特性:性別、學(xué)歷、工作年限、工作職責(zé)和年齡對(duì)中小企業(yè)員工進(jìn)行群體劃分，來(lái)研究各個(gè)維度內(nèi)在薪酬滿意度對(duì)不同樣本特性員工的離職傾向影響程度的大小。 本研究結(jié)論具有一定的研究意義，可以為中小企業(yè)管理人員提出一些有效的參考，讓他們了解影響員工內(nèi)在薪酬滿意度的因素有哪些，以及了解這些內(nèi)在因素與員工離職傾向之間的關(guān)系，從而針對(duì)不同的員工制定出不同的薪酬管理制度，公平有效的進(jìn)行薪酬管理，以維持中小企業(yè)內(nèi)部穩(wěn)定，激勵(lì)員工工作熱情，以人為本，真正實(shí)現(xiàn)雙贏。
[Abstract]:More than 99% of Chinese enterprises are small and medium-sized enterprises. Since the reform and opening up, with the deepening of our understanding of non-public economic status and role, governments at all levels have taken strong measures to encourage and support. To guide the healthy and rapid development of diversified ownership economy, a large number of small and medium-sized enterprises have sprung up and become the strength that can not be ignored to support the rapid economic growth of our country. Because of the flexibility, science and technology, innovation and other particularities, SMEs have their own advantages over large state-owned enterprises in many aspects. These characteristics of small and medium-sized enterprises also lead to high employee mobility. It is very important to understand the reasons of employee turnover in order to reduce the turnover rate of small and medium-sized enterprises. The research shows that employee turnover is closely related to employee satisfaction. Salary satisfaction is the most important factor of employee satisfaction, and salary satisfaction is divided into internal and external pay satisfaction. In the past, scholars at home and abroad mainly focused on the external compensation satisfaction. This paper focuses on the internal compensation satisfaction, and divides the dimensions that affect the internal salary satisfaction into personal expectation satisfaction and personal development satisfaction. Organizational climate satisfaction and other factors of satisfaction, the study of internal pay satisfaction and the relationship between each dimension and turnover intention. This article mainly uses the questionnaire method, first carries on the classification to the Hefei small and medium-sized enterprise different sample characteristic staff, and the random sampling survey studies the staff intrinsic salary satisfaction and the turnover intention relations. Then the SPSS17.0 statistical software is used to analyze the survey results, according to the characteristics of the sample: gender, education, working years, job responsibilities and age for small and medium-sized enterprises for the group division. To study the degree of influence of internal salary satisfaction on turnover intention of employees with different sample characteristics. The conclusion of this study has certain research significance, can provide some effective reference for the managers of small and medium-sized enterprises, let them understand the factors that affect the employees' internal salary satisfaction. And understand the relationship between these internal factors and employee turnover intention, so as to develop different salary management system for different employees, fair and effective pay management, in order to maintain the internal stability of small and medium-sized enterprises. Encourage employees to work with enthusiasm, people-oriented, and truly achieve win-win.
【學(xué)位授予單位】：內(nèi)蒙古財(cái)經(jīng)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2014
【分類號(hào)】：F272.92;F224

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