摘要
不论从宏观层面还是微观组织层面,目前人力资源管理都更为复杂而难度加大,一个重要的表现是新生代员工的敬业度问题凸显。本文在借鉴中外部分已有研究的基础上,从转型期中国企业新生代员工普遍最为关注的薪酬视角切入,研究二者的关系,寻找新生代员工敬业度较前辈弱化的原因,为提高他们的敬业度提供宏观策略和管理思路,进而助推员工个人职业成长、所在组织效率提高、全社会产品服务质量提升与创新增进。员工敬业度可细分为三个维度即活力、奉献、专注,薪酬满意度可细分为水平满意度、提升满意度、福利满意度、结构/管理满意度四个维度。实证研究发现:薪酬水平满意度、福利满意度、提升满意度以及管理/结构满意度与员工总体敬业度均具有显著的正相关关系;而只有福利满意度进入回归方程,表明其对员工敬业度具有显著的正向影响。薪酬四维度与奉献的关系中,福利满意度、管理/结构满意度进入回归方程,表明这两者对奉献具有显著的正向影响;与专注的关系研究中,福利满意度也进入回归方程,表明组织应特别重视福利。有趣的薪酬提升满意度与活力不相关。此外研究还表明,新生代员工活力增大,但专注和奉献程度都不够;人口统计变量对员工敬业度及其各个维度和薪酬满意度及其各个维度的影响也存在差异。
Whether from the macro level or micro organizational level, human resource management has been becoming more complex and more difficult, which is mainly reflected in the highlighted engagement issue of the new generation employees. On the basis of domestic and foreign literature review from the existing research, from the perspective of pay which the new generation employees concerned most in transitional China ,this paper studies the relationship between the pay and the employee engagement to look for the reasons for lower employee engagement of the new generation employees compared with predecessors. This will provide macro-strategy and management ideas of improving the employee engagement, thereby boosting employees' personal career development, improving organ- izational efficiency, and then promoting the improvement and innovation of the quality of products and services in the whole society . The employee engagement can be subdivided into three dimensions which are vigor, dedication, absorption;and pay satisfaction can be subdivided into four dimensions, namely pay level satisfaction, benefits sat- isfaction, pay raises satisfaction and pay structure/administration satisfaction. Since the beginning of the 21 st century ,the new generation group began to leave the campus, enter into the so- ciety, and go to work. According to the statistics, in China, the number of the post-80s group is 240 million, and the number of the post-90s group is 180 million. Currently, a part of the new generation group have been gradually leav- ing the campus and entering into the job market to becoming the dominant force for enterprises. They account for an increasingly large proportion of the employees in enterprises. The new generation employees commonly have signifi- cant individual characteristics, like assertive personality, active thinking, attention to the self-development and the implementation of self-worth. However, they also have poor rate,frequent job-hopping and some other issues. resistance to pressure, low engage
出处
《经济管理》
CSSCI
北大核心
2013年第10期77-90,共14页
Business and Management Journal ( BMJ )
基金
国家社会科学基金项目(11BGL016)"转型期中国企业人力资源管理变革研究"阶段性成果之一
中国社会科学院基础研究学者2013年度研究成果之一
关键词
新生代员工
敬业度
薪酬满意度
the new generation employees
employee engagement
pay satisfaction