本文關(guān)鍵詞： 薪酬價值觀 員工視角 量表開發(fā)　出處：《蘭州大學(xué)》2017年碩士論文　論文類型：學(xué)位論文

【摘要】：在以“面子”為典型特征的中國人際文化體系中,薪酬在形式上是“貨幣符號”,而本質(zhì)上是薪酬能否彰顯自己的價值、尊嚴與面子并決定員工對組織的評價、態(tài)度、行為與工作狀態(tài)等。這一特征,在個性與價值彰顯的價值觀管理時代越來越明顯與重要。因此,薪酬理論的研究也從早期的最低工資理論、工資基金理論、工資差別理論等研究,轉(zhuǎn)向員工對薪酬的滿意、心理比較與心理折扣等心理感知層面的研究,延伸出公平理論、前景理論、自我決定理論等。最近的薪酬研究開始趨向于經(jīng)濟薪酬的價值內(nèi)涵、薪酬價值認知等薪酬價值層面的研究,直接的員工薪酬價值觀研究開始出現(xiàn)。但是,員工薪酬價值觀的研究仍然不夠系統(tǒng)化,如何科學(xué)測量與評價員工薪酬價值觀仍然是需要進一步研究的課題。本文從價值觀層面出發(fā),以員工薪酬價值觀量表開發(fā)為目標,首先通過文獻研究初步定義員工薪酬價值觀,然后通過深度訪談獲得員工薪酬價值觀量表初始題項,再利用探索性因子分析方法對量表題項進行反復(fù)檢驗形成最終量表,并利用驗證性因子分析對量表的信度和效度進行進一步確認,形成可靠的測量員工薪酬價值觀的量表。最后,通過實證的研究方法對123名員工發(fā)放測量問卷檢驗員工薪酬價值觀與員工角色內(nèi)績效和角色外績效之間的關(guān)系對員工薪酬價值觀量表的有效性進行效標效度驗證,得到如下研究結(jié)論:第一,界定員工薪酬價值觀的定義。即員工薪酬價值觀是以員工為薪酬價值認知主體,以員工自我的價值標準,對組織給自己薪酬的個人價值彰顯、人際尊嚴感知、動態(tài)平衡實現(xiàn)、薪酬規(guī)范程度、生活功能滿足、內(nèi)部公平體現(xiàn)的重要性與一致性進行判斷,而得到的組織薪酬與員工價值對等程度的價值評價結(jié)論。第二,員工薪酬價值觀是一個二階六因子模型,由六個維度構(gòu)成,這六個維度分別為個人價值彰顯、人際尊嚴感知、動態(tài)平衡實現(xiàn)、薪酬規(guī)范程度、生活功能滿足、內(nèi)部公平體現(xiàn)。第三,員工薪酬價值觀量表由21個題項構(gòu)成,內(nèi)部一致性Cronbach’sα系數(shù)為0.897,各模型擬合指標達到臨界值標準,模型擬合良好,同時具有良好的區(qū)分效度、匯聚效度和效標效度。
[Abstract]:In the typical Chinese interpersonal and cultural system characterized by "face", compensation is formally a "currency symbol", but in essence, it is whether the salary can manifest its own value, dignity and face, and determine the evaluation and attitude of the employees to the organization. This characteristic is more and more obvious and important in the era of value management of personality and value. Therefore, the research of salary theory also starts from the early minimum wage theory, wage fund theory, and so on. The research on the theory of wage difference has turned to the research of employees' satisfaction with salary, psychological comparison and psychological discount and so on, extending the theory of fairness, the theory of prospect, and so on. The recent research on salary tends to the value connotation of economic compensation, the research of compensation value level such as salary value cognition, and the direct research on employee compensation value. However, The research on employee compensation values is still not systematic enough. How to measure and evaluate employee compensation values scientifically is still a subject that needs further study. This paper aims at the development of employee compensation value scale from the perspective of values. First of all, we define the salary values of employees through literature research, then get the initial items of employee compensation value scale through in-depth interviews, and then use exploratory factor analysis method to repeatedly test the items of the scale to form the final scale. The reliability and validity of the scale are further confirmed by confirmatory factor analysis to form a reliable scale for measuring employees' salary values. Finally, An empirical study was conducted to examine the relationship between employees' compensation values and employees' performance within and outside the roles of 123 employees. The validity of the scale was verified by the validity of the scale. The main conclusions are as follows: first, the definition of employee compensation value is defined, that is, employee compensation value is the cognitive subject of salary value. Human dignity perception, the realization of dynamic balance, the standard degree of compensation, the satisfaction of life function, the importance and consistency of internal fairness, and the value evaluation conclusion of the equal degree of organizational compensation and employee value. Second, Employee compensation value is a second-order six-factor model, which consists of six dimensions. The six dimensions are personal value demonstration, interpersonal dignity perception, dynamic balance realization, salary standard degree, life function satisfaction, etc. Third, the employee compensation value scale is composed of 21 items, the internal consistency Cronbach's 偽 coefficient is 0.897. each model fitting index reaches the critical value standard, the model fit well, at the same time, it has good distinguishing validity. Aggregation validity and standard validity.
【學(xué)位授予單位】：蘭州大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92

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本文編號：1556143