本文選題：應(yīng)屆畢業(yè)生　切入點(diǎn)：期望薪酬的心理賬戶　出處：《南京師范大學(xué)》2015年碩士論文　論文類型：學(xué)位論文

【摘要】：本研究從心理賬戶角度出發(fā),用實(shí)證的研究方法探索大學(xué)應(yīng)屆畢業(yè)生擇業(yè)時(shí)期望薪酬的心理賬戶分類結(jié)構(gòu)以及期望薪酬的激勵(lì)作用,為企事業(yè)單位設(shè)計(jì)應(yīng)屆畢業(yè)新員工的薪酬項(xiàng)目和體系,以及福利管理提供合理的依據(jù)和有效的建議。研究分為調(diào)查和實(shí)驗(yàn)研究?jī)蓚�(gè)部分,其中調(diào)查研究主要采用訪談法、半開(kāi)放問(wèn)卷調(diào)查法得出常見(jiàn)的25項(xiàng)薪酬項(xiàng)目,選取201名應(yīng)屆畢業(yè)生作為被試,使用Q分類法令其將25項(xiàng)薪酬項(xiàng)目按照最重要到最不重要正態(tài)分布至七個(gè)等級(jí)。對(duì)得到的數(shù)據(jù)進(jìn)行聚類分析,將25項(xiàng)薪酬項(xiàng)目聚為六大類,再對(duì)六類薪酬進(jìn)行多維尺度分析,得到六類薪酬在二維空間的分布情況。經(jīng)過(guò)討論分析得出了應(yīng)屆畢業(yè)生2×2的期望薪酬心理賬戶結(jié)構(gòu),貨幣化程度和必要性是薪酬心理賬戶分類的兩個(gè)維度。期望薪酬心理賬戶結(jié)構(gòu)的研究結(jié)果為擇業(yè)的應(yīng)屆畢業(yè)生根據(jù)期望對(duì)比不同單位薪酬的考量提供依據(jù),同時(shí)也為校園招聘單位提供了針對(duì)應(yīng)屆生設(shè)計(jì)薪酬框架的建議。實(shí)驗(yàn)研究部分主要采用情境實(shí)驗(yàn)法,通過(guò)設(shè)置12種不同的情境來(lái)調(diào)查福利預(yù)期水平和形式對(duì)應(yīng)屆畢業(yè)生心理滿意度的影響。對(duì)實(shí)驗(yàn)得到的521份數(shù)據(jù)運(yùn)用多因素方差分析處理后,可以看到預(yù)期水平、實(shí)得福利類型、預(yù)期與實(shí)得類型的關(guān)系(是否一致)對(duì)心理滿意度存在不同程度的交互影響。對(duì)研究結(jié)果分析可得出以下結(jié)論：福利發(fā)放時(shí)的激勵(lì)效果,在實(shí)得價(jià)值高于預(yù)期時(shí)最好；當(dāng)實(shí)得福利類型為現(xiàn)金時(shí),預(yù)期類型為物品的心理滿意度最高,激勵(lì)效果最好。據(jù)此研究結(jié)果,建議企事業(yè)單位在進(jìn)行福利發(fā)放時(shí)通過(guò)降低員工的心理預(yù)期,同時(shí)保持預(yù)期得到物品而實(shí)際得到現(xiàn)金來(lái)進(jìn)行提高福利激勵(lì)效果。
[Abstract]:From the perspective of psychological accounts, this study explores the psychological account classification structure of college graduates' expected salary while choosing a career and the incentive effect of the expected salary by using empirical research methods. It provides reasonable basis and effective suggestion for enterprises and institutions to design the salary items and system of new graduates, as well as welfare management. The research is divided into two parts: investigation and experimental research, in which the investigation and research mainly adopt the method of interview. A semi-open questionnaire survey method was used to find out 25 common salary items, 201 fresh graduates were selected as subjects, By using Q classification, 25 items of salary are distributed to seven grades according to the most important to the least important normal. The data obtained are clustered into six categories, and then the six types of salary are analyzed by multi-dimensional scale. The distribution of six kinds of compensation in two-dimensional space is obtained. The psychological account structure of expected salary of 2 脳 2 graduates is obtained through discussion and analysis. The degree and necessity of monetization are two dimensions of salary psychological account classification. At the same time, it also provides suggestions for the campus recruiters to design a salary framework for fresh graduates. The experimental research part mainly adopts the situational experiment method. By setting up 12 different situations to investigate the effect of the expected level and form of welfare on the psychological satisfaction of the new graduate, we can see the expected level and the actual welfare type of the 521 data obtained from the experiment by using multivariate ANOVA. The relationship between expectation and the type of real gain (whether or not consistent) has different degree of interaction effect on psychological satisfaction. The following conclusions can be drawn from the analysis of the research results: the incentive effect of benefits distribution is the best when the actual value of benefits is higher than expected; When the actual benefit type is cash, the expected type is the highest psychological satisfaction of goods and the best incentive effect. Based on the results of the study, it is suggested that enterprises and institutions should reduce the psychological expectation of employees when they are offering benefits. At the same time, keep the expected items while actually getting cash to improve welfare incentives.
【學(xué)位授予單位】：南京師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類號(hào)】：B844.2

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