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薪酬分配公平标准结构及其对员工分配公平感的影响
引用本文:余璇,陈维政.薪酬分配公平标准结构及其对员工分配公平感的影响[J].重庆理工大学学报(社会科学版),2017,31(5).
作者姓名:余璇  陈维政
作者单位:1. 重庆工商大学 管理学院,重庆,400067;2. 四川大学 商学院,成都,610064
基金项目:国家自然科学基金项目"企业员工工作疏离感影响因素、形成机制及干预策略实证研究",重庆市发展信息管理工程技术研究中心开放基金项目"大众创业背景下社会网络对大学生创业意向的作用机理研究"
摘    要:分配公平标准作为指导薪酬分配的重要原则,会显著影响员工的分配公平感.通过文献回顾、专家法、问卷调查法、探索性因子分析和验证性因子分析等方法,确立了薪酬分配公平标准的6种结构:工作要求律、个体贡献律、岗位条件律、团体绩效律、市场水平律和个人特征律.实证分析结果显示:这6类分配公平标准的认知差异均与员工分配公平感显著负相关.在6类分配公平标准的认知差异对员工分配公平感的竞争性影响中,"个体贡献律"认知差异对员工分配公平感的影响系数最大.

关 键 词:薪酬分配公平标准  认知差异  分配公平感

Study of the Structure of Pay Distribution Equity Standards and Its Impact on Employees' Distributive Equity
Authors:YU Xuan  CHEN Wen-zheng
Abstract:As an important guiding principle of pay distribution, distribution equity standard has a significant impact on employees' distributive equity.By literature review, expert method, questionnaire, exploratory factor analysis and confirmatory factor analysis, this study establishessix structure types of pay distribution equity standards: pay according to work requirements, individual contribution, post condition, group performance, market level and individual characteristics.The results from empirical study are as follows: these employees' perception difference in six pay distribution equity standards are negatively correlated with employees'distributive equity respectively.Among these employees' perception difference in six pay distribution equity standards' competitive impact on employees' distributive equity, and found that employees' perception difference in pay according to individual contribution has the biggest impact on employees' distributive equity.
Keywords:pay distribution equity standard  perceived difference  distributive equity
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