知识型企业员工全面薪酬满意度与行为绩效关系
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摘要
以全面薪酬满意度、个人-组织价值观匹配度以及员工行为绩效为理论模型,对知识型员工进行问卷调查,通过分析得到以下结论:经济薪酬满意度、非经济薪酬满意度都对知识型员工行为绩效有着显著的正向影响;绝大多数情况下,个人-组织价值观匹配度在薪酬满意度与员工行为绩效间起到正向调节作用.
A questionnaire was conducted concerning knowledge-based staff's total pay satisfaction,person-organization value matching degree and behavior performance. The empirical research reveals that both economic salary satisfaction and non-economic salary satisfaction have a positive influence on the behavior performance of knowledge-based staff. In most cases,the person-enterprise value matching degree plays a positive moderate role in the relationship between pay satisfaction and behavior performance of knowledge-based staff.
A questionnaire was conducted concerning knowledge-based staff's total pay satisfaction,person-organization value matching degree and behavior performance. The empirical research reveals that both economic salary satisfaction and non-economic salary satisfaction have a positive influence on the behavior performance of knowledge-based staff. In most cases,the person-enterprise value matching degree plays a positive moderate role in the relationship between pay satisfaction and behavior performance of knowledge-based staff.
引文
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[12]陈晓静,贾琛珉.员工薪酬满意度与工作绩效关系实证研究[J].社会科学家,2013,3(3):72-75.
[13]谭小宏.个人与组织价值观匹配的效用研究述评[J].商业时代,2010(29):83-84.
[2]MOTOMILDLO S J,VAN S.Evidence that task performance should be distinguished from contextual performance[J].Journal of Applied Psychology,1994,79(4):475-480.
[3]杨杰,方俐洛,凌文锉.领导与激励[M].北京:机械工业出版社,2000,10-25.
[4]冉棋文,王胜华,吴明星.全面薪酬战略——知识型员工激励机制[J].西南交通大学学报(社会科学版),2004(1):37-41.
[5]NEAL O.The Phenomenon of Total Rewards[J].ACA Journal,1998(5):6-18.
[6]BOMON K,HEUNGSHIK O.Economic compensation compositions preferred by r&d personnel of different r&d types and intrinsic values[J].R&D Management,2002,32(1):47-59.
[7]DIAZ D S M,GOMEZ-MEJIA R L.The effectiveness of organization-wide compensation strategies in technology intensive firms[J].Journal of High Technology.1997,8(2):301-315.
[8]CORDERO R,DITOMASO N,FARRIS GF.Career development opportunities and likelihood of turnover among r&d professionals[J].IEEE Transactions on Engineering Management,1994,41(3):223-232.
[9]KOCHANSKI J,MASTROPOL P J.People solutions for r&d[J].Research Technology Management,2003,46(1):59-61.
[10]陈子彤,刘玉燕.知识型员工工作压力与工作倦怠关系的实证研究[J].科学学与科学技术管理,2008,29(12):157-161.
[11]WITT L A,KACMAR M K,ANDREWS C M.The interactive effects of procedural justice and exchange ideology on supervisor-rated commitment[J].J Organ Behav,2001,22(5):505-515.
[12]陈晓静,贾琛珉.员工薪酬满意度与工作绩效关系实证研究[J].社会科学家,2013,3(3):72-75.
[13]谭小宏.个人与组织价值观匹配的效用研究述评[J].商业时代,2010(29):83-84.