摘要
围绕员工的随和性与全面薪酬水平的关系,文章结合中国文化和管理实际,利用NEO-PIR量表和美国薪酬协会对全面薪酬的界定设计调查问卷,以中国境内包含国有企业、民营企业等在内的1 486名各类员工为样本进行问卷调查,在信度和效度分析的基础上,利用相关和多元回归分析对数据进行统计分析。结果表明,随和性会降低员工全面薪酬水平,但区别于西方组织情境,中国组织情境下员工随和性与薪酬不完全负相关,随和性与货币报酬负相关,与福利不具有相关性,与学习和发展负相关,与工作环境正相关;谦虚、利他和慈善是影响货币报酬的重要因素;顺从、坦诚和利他是影响非货币报酬的决定性变量。因此,企业应有效发挥不同人格特质员工的优势,真正做到"让雷锋不吃亏"。
Cornell University＇s survey of U.S. organizations in 2016 showed that the compensations of agreeable employees were 18% lower than those of the ＂spontaneous＂ ones.The research that employee personality traits influence their salary levels is merely in Europe and the United States currently and directs to European and American organizations and cultural contexts. In the existing studies,on the one hand,the measurement of pay is economic pay and there are no total rewards to research;on the other hand,how the conclusion drawn from the Western culture and the organizational context adapts to the Chinese culture and organizations,and what is the relationship between employee＇s agreeableness and salary levels in the context of the Chinese culture and organizations,domestic and foreign scholars are still relatively lacking in research. Therefore,different from the Western culture,whether the findings of Cornell University are consistent with the organizational context of traditional Chinese culture and can confirm the Chinese saying ＂the honest people suffer more,the squeaking wheel gets the oil＂ is a scientific question worth exploring. Based on the existing research,combining the Chinese culture and the organizational context,the paper combs the scientific connotation of agreeableness and total rewards,establishes a theoretical model of the relationship between them,and uses the NEO-PIR scale and the U.S.compensation association for comprehensive compensation. The questionnaire is designed by using the NEO-PIR scale and the total rewards defined by the Worldat Work. The questionnaire survey is conducted on a sample of 1,486 employees in state-owned enterprises and privateowned enterprises in China. On the basis of reliability and validity analyses,the data are statistically analyzed by using correlation and multiple regression analyses. The analysis results show that agreeableness will reduce the overall salary level of employees. But different from Western context of organizations,the employee agreeablen
作者
谭春平
景颖
王烨
Tan Chunping;Jing Ying;Wang Ye(Economy Management Institute,Lanzhou University of Technology,Gansu Lanzhou 730050,China;International Economics and Trade Institute,Lanzhou University of Finance and Economics,Gansu Lanzhou 730010,China)
出处
《上海财经大学学报（哲学社会科学版）》
CSSCI
北大核心
2018年第4期63-77,共15页
Journal of Shanghai University of Finance and Economics
基金
国家自然科学基金项目(71640026)
甘肃省哲学社会科学规划项目(14YB050)
关键词
随和性
全面薪酬
中国情境
期待管理
能力边界
agreeableness
total rewards
Chinese context
expectant management
capability boundary
