【摘要】：隨著全球行業(yè)人才競爭的日趨激烈,期刊的人才爭奪也開始進入白熱化階段。越來越多的期刊單位開始意識到人員激勵的重要性,尤其是對創(chuàng)造核心價值的采編人員的薪酬激勵措施愈加受關(guān)注。多年來,我國期刊單位在舊的薪酬分配制度的影響下,逐漸暴露出了一些問題,人才流失、采編人員頻繁跳槽等現(xiàn)象越演越烈,給期刊單位的發(fā)展道路帶來了阻礙,十分不利于期刊產(chǎn)業(yè)化、國際化目標(biāo)的實現(xiàn),這是我國期刊單位今后發(fā)展不能忽視的一個重要問題。隨著文化體制改革的不斷深入,我國期刊單位正處于轉(zhuǎn)企改制的重要過渡階段,因此針對目前我國期刊單位采編人員薪酬激勵不足所出現(xiàn)的問題,促使我們必須將薪酬激勵作為一種重要的課題來研究。 首先,本文以經(jīng)典的激勵理論、薪酬激勵理論成果為理論基礎(chǔ),闡述了對采編人員薪酬激勵機制的作用和意義。激勵理論引用了需要層次理論、雙因素理論、期望理論、公平理論；薪酬激勵理論成果引用了績效薪酬和寬帶薪酬。 其次,通過論述我國期刊單位的性質(zhì)特點,針對采編人員薪酬激勵不足所存在的一些普遍問題,本文從外在因素和內(nèi)在因素兩大方面分析問題的原因。外在因素：體制制約和人才競爭；內(nèi)在因素：薪酬戰(zhàn)略與整體戰(zhàn)略脫節(jié)、薪酬等級與行政級別相匹配、薪酬水平缺乏競爭性、績效考核制度不科學(xué)、非物質(zhì)薪酬缺乏、采編人員道德素養(yǎng)參差不齊。 此外,本文還對國外期刊單位的性質(zhì)特點和關(guān)于薪酬激勵措施的一些先進經(jīng)驗進行了研究,如,高薪金吸引人才、考核不與工資掛鉤、重視期刊人才培養(yǎng),加強員工培訓(xùn)等。 最后,本文從薪酬戰(zhàn)略、薪酬結(jié)構(gòu)、薪酬水平、薪酬形式以及采編從業(yè)人員道德素養(yǎng)等方面,對我國期刊單位采編人員薪酬激勵機制提出了五點科學(xué)合理的對策與建議：薪酬激勵策略與整體戰(zhàn)略掛鉤、建立激勵型薪酬結(jié)構(gòu)、提高薪酬水平的外部競爭性和內(nèi)部公平性、建立靈活多元的非物質(zhì)薪酬形式、加強采編人員職業(yè)道德建設(shè)。本文提出的薪酬激勵機制五點建議,是基于我國文化體制改革的大背景、大目標(biāo)下,針對目前采編人員薪酬激勵不足存在的普遍問題所提出的,希望本文的研究成果能夠在一定程度上力求改善目前采編人員的薪酬激勵現(xiàn)狀。
[Abstract]:With the increasingly fierce competition for talented people in the global industry, the talent competition for periodicals has also begun to enter the white-hot stage. More and more periodical units begin to realize the importance of staff motivation, especially pay incentive measures for those who create core value. Over the years, under the influence of the old salary distribution system, the periodical units in our country have gradually exposed some problems, such as the brain drain, the frequent job-hopping of the purchasing and editing staff, and so on, which have brought obstacles to the development of the periodical units. It is not conducive to the realization of the industrialization and internationalization of periodicals, which is an important problem that can not be ignored in the future development of periodical units in our country. With the deepening of the reform of the cultural system, the periodical units in our country are in the important transition stage of transforming into enterprises. Therefore, in view of the problems existing in the insufficient salary incentive of the staff of the periodical units in our country at present, Prompting us to pay incentive as an important topic to study. First of all, based on the classical incentive theory and salary incentive theory, this paper expounds the role and significance of the compensation incentive mechanism for the purchasing and cataloguing personnel. The incentive theory refers to the hierarchy of needs theory, the two-factor theory, the expectation theory and the fair theory, and the achievement of the salary incentive theory refers to the performance compensation and the broadband salary. Secondly, by discussing the nature and characteristics of periodical units in our country, this paper analyzes the causes of the problems from two aspects: external factors and internal factors, aiming at some common problems existing in the insufficient salary incentive of the staff. External factors: system restriction and talent competition; Internal factors: pay strategy and the overall strategy disjointed, salary grade and administrative level matching, salary level lack of competitiveness, performance appraisal system is not scientific, non-material salary lack, the moral literacy of the staff is uneven. In addition, this paper also studies the nature and characteristics of foreign periodical units and some advanced experiences on salary incentive measures, such as attracting talents with high salary, not linking assessment with salary, attaching importance to the training of periodical talents, strengthening staff training, and so on. Finally, this article from the salary strategy, the salary structure, the salary level, the salary form and the staff moral accomplishment and so on, This paper puts forward five scientific and reasonable countermeasures and suggestions on the salary incentive mechanism of periodical staff in China: the salary incentive strategy is linked to the overall strategy, the incentive salary structure is set up, and the external competition and internal fairness of the salary level are improved. Set up flexible and pluralistic non-material salary form, strengthen the professional ethics construction of the collecting and cataloguing personnel. The five-point proposal of salary incentive mechanism proposed in this paper is based on the background of the reform of the cultural system in our country, and under the big goal, in view of the general problems existing in the insufficient salary incentive of the current purchasing and staffing personnel, It is hoped that the research results of this paper can improve the current status of salary incentive to a certain extent.
【學(xué)位授予單位】：首都經(jīng)濟貿(mào)易大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2013
【分類號】：G231

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