员工薪酬公平感对企业劳动关系的影响研究
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摘要
薪酬作为劳动契约中的核心内容之一,其公平性问题历来都是各类企业和劳动者关注的焦点问题,也是劳资双方争议的焦点。随着我国社会经济的转型,劳动关系问题日益增多和升级。尤其是进入新世纪以来,在广东省以及全国所受理的劳动争议案件中,由劳动报酬和保险福利所引起的争议持续占到劳动争议总量的半数左右,这已经成为影响社会和谐稳定的重要因素。如何有效地减少或者避免不断增加的劳动争议,改善劳动关系,已经成为劳动关系各方主体急需解决的重要实践问题。
在国内已有文献中,员工薪酬问题大多是作为影响企业劳动关系的一个重要因素出现的,关注的重点是劳动关系的整体评价而非具体影响因素。本文以员工的薪酬公平感和企业的劳动关系状况为主要研究对象,探讨员工薪酬公平感对企业劳动关系氛围以及员工的劳动关系满意程度的影响机制。首先,通过文献回顾对已有研究中涉及员工薪酬公平感影响企业劳动关系状况的内容进行归纳和整理,提出相应的理论假设;其次,参考已有研究成果,设计了一份包括员工薪酬公平感与企业劳动关系氛围的调查问卷,预调查修订后,通过网络、实地调研等形式开展正式问卷调查;再次,运用描述性统计分析、相关分析、回归分析等多种统计方法分析员工薪酬公平感、企业劳动关系氛围和员工的劳动关系满意度之间的关系。
研究结果表明:(1)企业劳动关系氛围可以划分为两个维度:协作与对立;(2)薪酬公平感对劳动关系氛围和劳动关系满意度都有显著的积极作用,其中,程序公平感和领导公平感对企业劳动关系氛围的影响作用比较显著,程序公平感和分配公平感对员工的劳动关系满意程度的提升比较明显;(3)企业良好的劳动关系氛围对提升员工的劳动关系满意度有显著的积极效用,而较高的劳动关系满意度又有助于企业营造更加和谐的劳动关系氛围;等等。
As one of the core of labor contract, compensation justice is the focus of the modern enterprises and workers and their disputes. With the transformation of social economy, the problems of labor relations are increasing and promoting. Especially in 21th Century, the labor dispute cases caused by compensation and insurance benefits have occupied about half of the total disputes, both in Guangdong Province and our Country. This has become one of the important factors influencing social harmony and stability. How to effectively reduce or avoid the increasing labor disputes and improve labor relations, have become the most important practical issue, which is needed to be resolved rapidly by the main parties of labor relations.
In the literature, compensation appears as an important factor of labor relations, the focus is the overall evaluation of labor relations rather than its special factors. This essay focus on the employee compensation justice and the labor relations, dicusse the relationships mechanism of the employee compensation justice, labor relations atmosphere and the employee’s satisfaction of labor relations. Firstly, summarize and organize the content what involves that compensation justice influence labor relations of enterprises in literature reviews, and gave some hypothesis. Secondly, refer to existing research results, design the questionnaire. After the pr-trying, revise the questionnaire, and survey through questionnaire. Then, discuss the relationships of these variables through some statistical methods.
The results show that: (1)The labor relations atmosphere can be divided into two dimensions, collaboration and against; (2)The employee compensation justice, labor relations atmosphere and the satisfaction are significantly related; (3)The good atmosphere of labor relations can positively promote the staffs’satisfaction, and the higher satisfaction help create a more harmonious labor relations atmosphere; etc.
在国内已有文献中,员工薪酬问题大多是作为影响企业劳动关系的一个重要因素出现的,关注的重点是劳动关系的整体评价而非具体影响因素。本文以员工的薪酬公平感和企业的劳动关系状况为主要研究对象,探讨员工薪酬公平感对企业劳动关系氛围以及员工的劳动关系满意程度的影响机制。首先,通过文献回顾对已有研究中涉及员工薪酬公平感影响企业劳动关系状况的内容进行归纳和整理,提出相应的理论假设;其次,参考已有研究成果,设计了一份包括员工薪酬公平感与企业劳动关系氛围的调查问卷,预调查修订后,通过网络、实地调研等形式开展正式问卷调查;再次,运用描述性统计分析、相关分析、回归分析等多种统计方法分析员工薪酬公平感、企业劳动关系氛围和员工的劳动关系满意度之间的关系。
研究结果表明:(1)企业劳动关系氛围可以划分为两个维度:协作与对立;(2)薪酬公平感对劳动关系氛围和劳动关系满意度都有显著的积极作用,其中,程序公平感和领导公平感对企业劳动关系氛围的影响作用比较显著,程序公平感和分配公平感对员工的劳动关系满意程度的提升比较明显;(3)企业良好的劳动关系氛围对提升员工的劳动关系满意度有显著的积极效用,而较高的劳动关系满意度又有助于企业营造更加和谐的劳动关系氛围;等等。
As one of the core of labor contract, compensation justice is the focus of the modern enterprises and workers and their disputes. With the transformation of social economy, the problems of labor relations are increasing and promoting. Especially in 21th Century, the labor dispute cases caused by compensation and insurance benefits have occupied about half of the total disputes, both in Guangdong Province and our Country. This has become one of the important factors influencing social harmony and stability. How to effectively reduce or avoid the increasing labor disputes and improve labor relations, have become the most important practical issue, which is needed to be resolved rapidly by the main parties of labor relations.
In the literature, compensation appears as an important factor of labor relations, the focus is the overall evaluation of labor relations rather than its special factors. This essay focus on the employee compensation justice and the labor relations, dicusse the relationships mechanism of the employee compensation justice, labor relations atmosphere and the employee’s satisfaction of labor relations. Firstly, summarize and organize the content what involves that compensation justice influence labor relations of enterprises in literature reviews, and gave some hypothesis. Secondly, refer to existing research results, design the questionnaire. After the pr-trying, revise the questionnaire, and survey through questionnaire. Then, discuss the relationships of these variables through some statistical methods.
The results show that: (1)The labor relations atmosphere can be divided into two dimensions, collaboration and against; (2)The employee compensation justice, labor relations atmosphere and the satisfaction are significantly related; (3)The good atmosphere of labor relations can positively promote the staffs’satisfaction, and the higher satisfaction help create a more harmonious labor relations atmosphere; etc.
引文
①引自中国人民大学程延园教授在2010年7月24日的中国人力资源开发与教学研究会第十一届年会暨学术研讨会闭幕式上所做的题为《用理性和双赢来实践和谐劳动关系》的主题演讲。
①引自周雪光、蔡禾、李强.产权制度和企业行为:理论与证据. //徐淑英、边燕杰、郑国汉主编,中国民营企业的管理和绩效:多学科视角.北京:北京大学出版社,2008.6
①在本文参考的两份薪酬公平感问卷中,前者包含19个题项,后者包含17个题项,不过两份问卷中有15个题项是基本相同的。综合之后形成了21个题项的薪酬公平感问卷。
②在本文参考的两份劳动关系氛围问卷中,前者包含了6个题项,后者包含了3个题项且已经由江永众、苗淼、章群(2009)翻译成中文,其中有1个题项与前者基本相同。综合之后形成了8个题项的企业劳动关系氛围问卷。
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①引自周雪光、蔡禾、李强.产权制度和企业行为:理论与证据. //徐淑英、边燕杰、郑国汉主编,中国民营企业的管理和绩效:多学科视角.北京:北京大学出版社,2008.6
①在本文参考的两份薪酬公平感问卷中,前者包含19个题项,后者包含17个题项,不过两份问卷中有15个题项是基本相同的。综合之后形成了21个题项的薪酬公平感问卷。
②在本文参考的两份劳动关系氛围问卷中,前者包含了6个题项,后者包含了3个题项且已经由江永众、苗淼、章群(2009)翻译成中文,其中有1个题项与前者基本相同。综合之后形成了8个题项的企业劳动关系氛围问卷。
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