摘要
处于市场经济转型时期,如何在结合我国当代员工物质观念的基础上,提升企业薪酬分配的公平性与激励效果值得学术界深入探讨。对我国10个省市的939名企业员工进行的调查研究结果表明,我国企业员工对待物质分配的主流心态比较理性客观,既重视自己的劳动回报,也看重为组织做出贡献,并非自私自利、物质至上。持有不同物质观念的员工对企业薪酬分配公平性影响机制具有差异化的反应,具体而言,员工的公平敏感度调节结果公平性对薪酬满意感的影响,员工的物质欲望调节程序公平性对工作投入的影响。企业应该宽容地看待、正确地引导员工多元化的物质观念,并建立公平的分配机制,这对确保员工和企业的健康、持续发展均有重要的实际意义。
With the transition of market economy, how to improve the justice and motivation of organizational compensation management, and how to incorporate with contemporary employees＇ various money value, are worthy of further academic attention. 939 enterprise employees in ten provinces and municipalities were investigated and the results showed that the mainstreams of employees＇ money value are not selfish and materialism orientation, but rational and neutral, emphasizing on both individual return and contributing to the organization. Material value plays moderation role in the impacting mechanism of organizational compensation fairness. Specifically, equity sensitivity moderates the relationship of distributive fairness and pay satisfaction, and materialism belief moderates the relationship of procedural fairness and work involvement, The management should correctly treat and guide the employees＇ material value, and establish a fair allocation mechanism, which is important to ensure the healthy and continuous development of both employees and enterprises
出处
《中大管理研究》
CSSCI
2015年第4期245-267,共23页
China Management Studies
基金
国家自然科学基金项目“服务性企业内部服务质量构建与作用机制:基于新生代员工管理的视角(71102062)”、“工作—生活支持与主观幸福感关系研究:基于积极心理学的视角(71302071)”
福建省社会科学规划项目“从积极心理学视角探讨工作—生活支持对主观幸福感的作用机制(2013B058)”
中央高校基本科研业务费专项资金“企业薪酬分配公平性与收入分配改革:实证与对策研究(0610-ZK1010)”的资助
关键词
薪酬分配公平性
公平敏感度
物质欲望
激励
pay fairness, equity sensitivity, materialism beliefs, motivation
