【摘要】：隨著經(jīng)濟(jì)的發(fā)展與體制改革的深入,非國(guó)有企業(yè)在發(fā)展國(guó)民經(jīng)濟(jì)、增加稅收、解決就業(yè)等方面無(wú)疑起著舉足輕重的作用。然而,近三年的《離職與調(diào)薪調(diào)研報(bào)告》[1]的結(jié)果卻為所有非國(guó)有企業(yè)敲響了一個(gè)警鐘:員工平均離職率呈逐年上升的趨勢(shì)(非國(guó)有企業(yè)的員工離職率更是達(dá)到20%以上),與此同時(shí),企業(yè)調(diào)薪趨于保守,調(diào)薪幅度逐年下降并維持弱勢(shì)。更值得關(guān)注的是“工作與生活不平衡”、“對(duì)目前工作不滿”等此類(lèi)內(nèi)在報(bào)酬滿意度低逐漸成為員工主動(dòng)離職重要原因。以上調(diào)研結(jié)果說(shuō)明了一個(gè)問(wèn)題:非國(guó)有企業(yè)員工離職率居高不下,讓企業(yè)在當(dāng)前經(jīng)濟(jì)形勢(shì)下大幅調(diào)薪(增加外在報(bào)酬)以降低員工離職率既不現(xiàn)實(shí)也不一定管用。因此,找到真正有效的薪酬管理模式,為我省非國(guó)有企業(yè)在不大幅改變?nèi)斯こ杀镜那疤嵯掠行Ы档蛦T工離職傾向提供理論指導(dǎo),幫助我省非國(guó)有企業(yè)減少人才流失成本,促進(jìn)企業(yè)健康發(fā)展具有重要的理論意義和實(shí)踐應(yīng)用價(jià)值。本研究在文獻(xiàn)分析與問(wèn)卷調(diào)查等研究方法的基礎(chǔ)上,試圖探究?jī)?nèi)、外在報(bào)酬滿意度與離職傾向之間的關(guān)系,同時(shí)引入內(nèi)部人身份認(rèn)知,提出“內(nèi)、外在報(bào)酬滿意度—內(nèi)部人身份認(rèn)知—離職傾向”的研究思路。本文以山西非國(guó)有企業(yè)員工為研究對(duì)象,共發(fā)放問(wèn)卷600份,有效問(wèn)卷468份,采用統(tǒng)計(jì)學(xué)軟件SPSS21.0與AMOS21.0對(duì)所收集的數(shù)據(jù)進(jìn)行分析,并對(duì)所提出的假設(shè)進(jìn)行檢驗(yàn),實(shí)證分析主要結(jié)果如下:(1)員工內(nèi)、外在報(bào)酬滿意度對(duì)離職傾向有負(fù)向顯著影響并且內(nèi)在報(bào)酬滿意度比外在報(bào)酬滿意度對(duì)離職傾向的影響更大;(2)員工內(nèi)、外在報(bào)酬滿意度對(duì)內(nèi)部人身份認(rèn)知有正向顯著影響并且內(nèi)在報(bào)酬滿意度比外在報(bào)酬滿意度對(duì)內(nèi)部人身份認(rèn)知的影響更大;(3)員工內(nèi)部人身份認(rèn)知對(duì)離職傾向有負(fù)向顯著影響;(4)內(nèi)部人身份認(rèn)知在內(nèi)、外在報(bào)酬滿意度與離職傾向之間發(fā)揮中介作用。在實(shí)證分析的基礎(chǔ)上,本文為山西非國(guó)有企業(yè)改進(jìn)薪酬管理方法、提升人力資源管理效率,降低員工離職傾向提出了對(duì)策性建議。本文的創(chuàng)新之處在于:首先,本文通過(guò)實(shí)證的方式將內(nèi)、外在報(bào)酬滿意度對(duì)離職傾向的作用大小進(jìn)行了對(duì)比,并在此基礎(chǔ)上為我省非國(guó)有企業(yè)提出對(duì)策建議,相較以往關(guān)于薪酬滿意度對(duì)離職傾向的研究更加細(xì)致深入,也使得研究更有價(jià)值和意義。此外,引入內(nèi)部人身份認(rèn)知作為中介變量。一方面,更加透徹的闡釋了內(nèi)、外在報(bào)酬滿意度對(duì)離職傾向的作用機(jī)制;另一方面,豐富了內(nèi)部人身份認(rèn)知的前因變量和結(jié)果變量的研究。
[Abstract]:With the development of economy and the deepening of system reform, non-state-owned enterprises undoubtedly play an important role in developing national economy, increasing tax revenue, solving employment and so on. However, The results of the recent three years' report on turnover and salary Adjustment [1] have sounded a wake-up call for all non-state-owned enterprises: the average turnover rate of employees is on the rise year by year (the turnover rate of employees in non-state-owned enterprises is more than 20%), and at the same time, The enterprise adjusts the salary to tend to be conservative, adjusts the salary range to drop year by year and maintains the weakness. It is more important to pay attention to the imbalance between work and life, and the low satisfaction of internal pay such as "dissatisfaction with present work" has gradually become an important reason for employees to leave their jobs voluntarily. The findings point to a problem: it is neither realistic nor necessarily useful for companies to sharply adjust pay (increase external pay) in the current economic climate in order to reduce employee turnover rates, which remain high in non-state-owned enterprises. Therefore, to find a real and effective salary management model, to provide theoretical guidance for the non-state-owned enterprises in our province to effectively reduce the turnover tendency of employees without substantially changing the labor cost, and to help the non-state-owned enterprises in our province to reduce the cost of brain drain. Promoting the healthy development of enterprises has important theoretical significance and practical application value. On the basis of literature analysis and questionnaire survey, this study attempts to explore the relationship between internal and external reward satisfaction and turnover intention. External reward satisfaction-Insider identity Cognition-turnover intention. In this paper, a total of 600 questionnaires and 468 valid questionnaires were sent out to employees of non-state-owned enterprises in Shanxi Province. The collected data were analyzed by statistical software SPSS21.0 and AMOS21.0, and the hypotheses were tested. The main results of the empirical analysis are as follows: (1) the external compensation satisfaction has a negative and significant impact on turnover intention and the internal compensation satisfaction has a greater impact on turnover intention than the external compensation satisfaction; (2) within the staff, The external compensation satisfaction has a positive and significant effect on the identity cognition of the insiders and the internal compensation satisfaction has a greater impact on the internal identity cognition than the external compensation satisfaction. (3) the employee's insiders' identity cognition has a negative effect on the turnover intention. (4) Insider identity cognition, External compensation satisfaction and turnover intention play an intermediary role. On the basis of the empirical analysis, this paper puts forward some countermeasures for Shanxi non-state-owned enterprises to improve the salary management method, improve the efficiency of human resource management and reduce the turnover tendency of employees. The innovation of this paper lies in: first of all, this paper compares the effect of internal and external reward satisfaction on turnover intention through empirical method, and on this basis puts forward countermeasures and suggestions for non-state-owned enterprises in our province. Compared with the previous studies on pay satisfaction on turnover intention, the study is more valuable and meaningful. In addition, the identity cognition of insiders is introduced as an intermediary variable. On the one hand, it explains the mechanism of internal and external reward satisfaction on turnover intention more thoroughly; on the other hand, it enriches the research on the antecedents and outcome variables of insider identity cognition.
【學(xué)位授予單位】：山西財(cái)經(jīng)大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類(lèi)號(hào)】：F272.92

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