全面报酬、敬业度和绩效的作用关系研究
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摘要
动漫产业是文化产业的重要组成部分,被誉为21世纪最具发展潜力的产业,具有很大的市场发展空间。动漫产业的发展状况对于丰富我国人民群众的精神文化生活、发展社会主义先进文化和加强未成年人的思想道德建设均具有十分重要的意义。目前我国动漫企业正面临人才“激励不足”和“激励失效”两大挑战,如何从企业报酬制度设计上对动漫技能人才进行有效的管理和激励,是我国动漫企业管理者亟待解决的问题。
尽管近十多年来国内外学者对全面报酬理论、敬业度理论和员工绩效理论进行了许多有价值的研究,但尚未有学者对全面报酬、敬业度和绩效之间的综合作用关系展开深入研究,更没有学者基于中国情境并从中国动漫技能人才这一特殊群体来对三者之间的作用关系进行实证研究。本研究在文献梳理的基础上,构建了全面报酬、敬业度和绩效之间作用关系的假设模型,指出全面报酬与动漫技能人才绩效的关系可能体现在三个方面：一是直接效应,即全面报酬直接作用于绩效；二是中介效应,即全面报酬通过敬业度的中介作用对绩效产生间接影响；三是调节效应,即人口特征(主要包括性别、年龄、专业技术职称、学历、工龄、工作性质和工作岗位等)和组织特征(主要包括企业规模和地理位置)将对全面报酬和绩效之间的关系产生一定影响。
本研究主要采用问卷调查的方式收集数据。为了确保研究的信度和效度,本研究以国内外的成熟量表作为基础,结合专家效度、表面效度编制了预调查问卷,然后根据预调查数据的探索性因子分析结果对问卷进行修正,进而形成正式调查问卷。为了确保调查数据的代表性、真实性和可靠性,本研究采取了四项措施：一是通过深圳动漫基地与全国近十个大城市的动漫基地以及几十家比较有代表性的动漫企业取得联系,得到各基地领导和企业高层对本次调研工作的支持；二是在北京、天津、大连、上海、杭州、苏州、长沙、武汉、成都、广州和深圳等十个城市各调查一定数量的具有一定代表性的动漫企业；三是在问卷前言、问卷内容、问卷发放和回收方式等方面进行精心设计,尽可能消除受访者的心理顾虑；四是赠送每名受访者一份纪念品,取得受访者对本次调查的支持。预调查共计向20家动漫企业发放了144份问卷,有效回收133份,有效回收率为92.36%；正式调查共计向65家动漫企业发放问卷730份,有效回收556份,有效回收率为76.16%。
数据收集、汇总完毕以后,本研究使用专用统计分析软件SPSS17.0和结构方程模型分析软件AMOS18对数据信息进行分析：首先根据验证性因子分析结果评估问卷题项在中国情境下的一致性,并通过模型拟合度指标来判断测量模型是否与数据相匹配,从而对结构效度进行检验；紧接着进行信度分析,以评估问卷题项的可靠性、稳定性和一贯性。在此基础上,作者采用基本描述统计分析、相关分析、频数分布分析、独立样本T检验和单因素方差分析等方法,对样本信息进行初步处理；然后运用SPSS17.0进行相关分析和多元回归分析。由于SPSS的多元回归分析只能对单一因变量进行处理,不能同时展现自变量、中介变量对多个因变量的综合效应(包括直接效应和间接效应),为此,作者运用结构方程模型分析软件AMOS18对假设模型(部分中介模型)和合理替代模型(无中介模型和完全中介模型)进行比较(卡方检验),通过模型拟合程度证实了假设模型是对调查数据的最佳解释模型,并结合结构模型的路径系数对研究假设进行检验,进而得出研究结论。
本研究的结论包括四大方面：(1)全面报酬和敬业度对绩效的“工作表现”纬度的作用关系体现在七个方面：第一,“内部报酬”既能发挥显著的正向直接作用(路径系数γ为0.28**),也能通过“组织认同”和“工作投入”发挥显著的间接作用(γ分别为0.29***×0.21**=0.061**、0.55***×0.58***=0.319***);第二,“个人可变报酬”发挥显著的反向直接作用(γ分别为--0.26**)；第三,“集体报酬”发挥显著的正向直接作用(γ为0.35**)；第四,“自由与理想”没有发挥显著的直接作用,但能通过“组织认同”发挥显著的间接作用(γ为0.38***×0.21**=0.080**)；第五,专业认可发挥显著的反向直接作用(γ为—0.56***)；第六,“晋升机会”既能发挥显著的正向直接作用(γ为0.35**),并能通过“组织认同”发挥显著的间接作用(γ为0.25**×0.21**=0.053**)；第七,“个人固定报酬”和“象征性奖励”的作用均不显著。(2)全面报酬和敬业度对绩效的“人际关系”纬度的作用关系体现在三个方面：第一,“内部报酬”既能发挥显著的正向直接作用(γ为0.55***),也能通过“组织认同”和“工作投入”发挥间接作用(γ分别为0.29***×0.36**=0.104**、0.55***×0.31***=0.171***)；第二,“专业认可”发挥显著的反向直接作用(γ为—0.57***)；第三,其它6种报酬方式(个人固定报酬、个人可变报酬、集体报酬、自由与理想、象征性奖励、晋升机会)的作用均不显著。(3)敬业度在全面报酬与绩效之间能发挥中介作用,但这种中介作用并不是在全面报酬和绩效所用纬度中都有所体现,也不是敬业度的所用纬度都能发挥中介作用。(4)性别、工作岗位以及企业规模等三个控制变量在全面报酬与绩效之间起调节作用。
本研究就动漫企业管理者如何管理和激励动漫技能人才提出了五点建议：(1)把设置科学合理的“内部报酬”作为首选；(2)经济性报酬方式中要重点依靠“集体性报酬”,同时要逐步提高“固定报酬”以消除员工的工作不满,而在设置“可变报酬”时关键要做到公平、公正；(3)设置外部社会情感报酬时要慎重、恰当,重点放在为员工创造更好的“晋升机会”上；当企业发展到一定程度时可以考虑设置“自由与理想”和“象征性奖励”的报酬方式；但就“专业认可”报酬方式而言,没有条件的动漫企业应该回避,有条件的在具体设置时也要十分慎重,以免事与愿违；(4)充分发挥敬业度在全面报酬和绩效之问的中介作用；(5)充分考虑性别、工作岗位和企业规模在全面报酬和绩效之间的调节作用。
本研究丰富了全面报酬理论、敬业度理论和绩效理论,对“报酬—绩效”理论的研究方法进行了创新,并为我国动漫企业管理者开展技能人才管理和激励工作提供了理论依据,为其选择动漫技能人才报酬方式提供了实证经验支持。
由于作者的知识和能力有限,本研究在研究方法、调查方式、同源方差等方面仍然存在许多不足,期待后续研究者有所改进。
Animation is an important part of the cultural industry, known as the most potential industry in the 21st century, with great market. It is of great significance for people's spiritual and cultural life, social culture and the cultivation of the teenagers. China's animation industry is now facing two major challenges:"insufficient incentives" and "incentives failures". So, the effective management and motivation by a scientific salary system to boost the staff's job performance are the inevitable issues for the companies.
Although many studies have been made in the last decades, which are mainly made from the aspects of the total compensation theory, engagement theory and the theory of employee performance, the theories adopted were mainly independent instead of comprehensive, let alone considering China's distinctive situation and the interrelationship among the above theories. In this study, the hypothetical model among total compensation, engagement theory and the employee performance was brought up on the basis of the analysis of the previous studies, which signifies the relationship between total compensation and animation talents in the following fields:direct effect, i.e. total compensation has direct influence on staff's performance; intermediate effect, which means that total compensation influences staff's performance through engagement; adjusting effects, which means that demographic characteristics (gender, age, job title, education, duration of service, work, job position) and organizational characteristics (organization size and location) affect the relationship between total compensation and performance.
Questionnaire is adopted in this research to collect data. In order to ensure its validity and authenticity, pilot questionnaire was made on the basis of domestic and international fixed fields and the combination of expert validity and surface validity, and then the formal questionnaire is formed after the amendment through the result of Exploratory Factor Analysis (EFA). In order to ensure the data's representation, authenticity and reliability, this study has adopted four measures. Firstly, we have close communication with the cartoon and animation bases in both Shenzhen and other big cities in China, and get a helpful support from dozens of representative animation companies. Secondly, a certain number of representative animation companies were surveyed in Beijing, Tianjin, Dalian, Shanghai, Hangzhou, Suzhou, Changsha, Wuhan, Chengdu, Guangzhou and Shenzhen. Thirdly, gifts have been given to each respondent. Fourthly, the considerate design of the preface, contents, distribution and collection in the questionnaire are helpful in the relief of the respondents'worries.144 pilot questionnaires have been distributed to 20 animation companies with 133 valid ones, which rates 92.36%, and 730 formal questionnaires have been distributed to 65 animation companies with 556 valid one, which rates 76.16%.
After the completion of the data classification and summarization, the professional statistical software SPSS17.0 and structural equation analysis software AMOS18 were used for the analysis. The analysis begins with the evaluation on the consistency of questionnaire in the situation of China by confirmatory factor analysis. Check whether the model matches with data measurement or not with the model's fitting degree index. And the structural validity examination was made. Then the reliability analysis is made to evaluate the reliability stability and consistency. Based on the above, a preliminary analysis was made by adopting the measures such as basic statistical analysis, correlation analysis, frequency distribution, independent sample t-test and single factor analysis of variance. Then SPSS 17.0 is used in correlation analysis and multiple regression analysis. As the multiple regression analysis of SPSS is only valid for single process and can't signify the direct and indirect effect of independent variable to several induced variables, the author uses structure equation model analysis software AMOS 18 to compare (chi-square test) the assumed model (partial intermediary model) with the reasonable replacement models (non-intermediary model and complete intermediary model). And the author uses the model fitting degree to approve that the hypothesis model is the best model for the data, and test the hypothesis through the structural model, leading to the conclusion of the research.
The research conclusions are as follows:(1) internal remuneration not only has significant positive and direct influence on the performance of the staff in animation companies, but also has indirect influence through "organization identity" and "work". Compared with other forms of payments, internal remuneration is much more conducive to improve the performance of the staff. (2) The external economic compensation has significant effects on performance of collective compensation (mainly work performance), and has indirect influence on dedication (mainly organizational identity) and performance. Personal fixed compensation has not significant influence on the performance. Individual variable compensation has direct and negative influence on performance. (3) Among social emotions remuneration, only "opportunities" has significant positive influence on performance (mainly "work performance"), whereas "freedom and career development" and "symbolic reward" do not have significant negative influence on performance. At the same time, "professional recognition" has significant negative influence on the performance (mainly work). (4) "Engagement" takes the roll as intermediate between overall salary of animation staff and their performance. (5) Three variables, sex, position and scale of company, have adjustment function for comprehensive salary and performance.
The research has great significance for the relevant theories as total compensation, engagement and performance. The main contribution and innovation of the research are as follows:(1) It has compared and verified the function, method and degree of ways of salary to the performance of the animation staff within the framework of theory of total compensation, and supplements the "compensation-Performance Theory". (2) It has testified that engagement is the intermediate variable, which is both the supplements and innovation to the "compensation-Performance Theory". (3) It has tested the total compensation theory, which originates from the west, in China's situation. (4) It has provided theoretical support for animation companies in staff management and encouragement, meanwhile, it has provided the companies with empirical support in the ways of salary.
The result of the research can help the animation company managers in five ways as follows:(1) A reasonable salary system is the priority. (2) Collective payment is preferred in salary in case of dissatisfaction of the staff, and it should be based on fairness and justice; (3) The external social emotion reward system should be made with care, mainly relying on promotions. With the development of the companies, "freedom and career development" and "symbolic reward" are also for choices; whereas, "professional recognition" can be avoided or dealt with care for some companies. (4) Make a full use of engagement as an intermediate between overall salary and their performance. (5) The conclusion that sex, position and scale of company influence the staff's performance to a certain extent is a useful reference for the management.
Because of the limited knowledge and ability, and objective constraints, this study is expected to be promoted in research methods, method of investigation and homologous variance.
尽管近十多年来国内外学者对全面报酬理论、敬业度理论和员工绩效理论进行了许多有价值的研究,但尚未有学者对全面报酬、敬业度和绩效之间的综合作用关系展开深入研究,更没有学者基于中国情境并从中国动漫技能人才这一特殊群体来对三者之间的作用关系进行实证研究。本研究在文献梳理的基础上,构建了全面报酬、敬业度和绩效之间作用关系的假设模型,指出全面报酬与动漫技能人才绩效的关系可能体现在三个方面：一是直接效应,即全面报酬直接作用于绩效；二是中介效应,即全面报酬通过敬业度的中介作用对绩效产生间接影响；三是调节效应,即人口特征(主要包括性别、年龄、专业技术职称、学历、工龄、工作性质和工作岗位等)和组织特征(主要包括企业规模和地理位置)将对全面报酬和绩效之间的关系产生一定影响。
本研究主要采用问卷调查的方式收集数据。为了确保研究的信度和效度,本研究以国内外的成熟量表作为基础,结合专家效度、表面效度编制了预调查问卷,然后根据预调查数据的探索性因子分析结果对问卷进行修正,进而形成正式调查问卷。为了确保调查数据的代表性、真实性和可靠性,本研究采取了四项措施：一是通过深圳动漫基地与全国近十个大城市的动漫基地以及几十家比较有代表性的动漫企业取得联系,得到各基地领导和企业高层对本次调研工作的支持；二是在北京、天津、大连、上海、杭州、苏州、长沙、武汉、成都、广州和深圳等十个城市各调查一定数量的具有一定代表性的动漫企业；三是在问卷前言、问卷内容、问卷发放和回收方式等方面进行精心设计,尽可能消除受访者的心理顾虑；四是赠送每名受访者一份纪念品,取得受访者对本次调查的支持。预调查共计向20家动漫企业发放了144份问卷,有效回收133份,有效回收率为92.36%；正式调查共计向65家动漫企业发放问卷730份,有效回收556份,有效回收率为76.16%。
数据收集、汇总完毕以后,本研究使用专用统计分析软件SPSS17.0和结构方程模型分析软件AMOS18对数据信息进行分析：首先根据验证性因子分析结果评估问卷题项在中国情境下的一致性,并通过模型拟合度指标来判断测量模型是否与数据相匹配,从而对结构效度进行检验；紧接着进行信度分析,以评估问卷题项的可靠性、稳定性和一贯性。在此基础上,作者采用基本描述统计分析、相关分析、频数分布分析、独立样本T检验和单因素方差分析等方法,对样本信息进行初步处理；然后运用SPSS17.0进行相关分析和多元回归分析。由于SPSS的多元回归分析只能对单一因变量进行处理,不能同时展现自变量、中介变量对多个因变量的综合效应(包括直接效应和间接效应),为此,作者运用结构方程模型分析软件AMOS18对假设模型(部分中介模型)和合理替代模型(无中介模型和完全中介模型)进行比较(卡方检验),通过模型拟合程度证实了假设模型是对调查数据的最佳解释模型,并结合结构模型的路径系数对研究假设进行检验,进而得出研究结论。
本研究的结论包括四大方面：(1)全面报酬和敬业度对绩效的“工作表现”纬度的作用关系体现在七个方面：第一,“内部报酬”既能发挥显著的正向直接作用(路径系数γ为0.28**),也能通过“组织认同”和“工作投入”发挥显著的间接作用(γ分别为0.29***×0.21**=0.061**、0.55***×0.58***=0.319***);第二,“个人可变报酬”发挥显著的反向直接作用(γ分别为--0.26**)；第三,“集体报酬”发挥显著的正向直接作用(γ为0.35**)；第四,“自由与理想”没有发挥显著的直接作用,但能通过“组织认同”发挥显著的间接作用(γ为0.38***×0.21**=0.080**)；第五,专业认可发挥显著的反向直接作用(γ为—0.56***)；第六,“晋升机会”既能发挥显著的正向直接作用(γ为0.35**),并能通过“组织认同”发挥显著的间接作用(γ为0.25**×0.21**=0.053**)；第七,“个人固定报酬”和“象征性奖励”的作用均不显著。(2)全面报酬和敬业度对绩效的“人际关系”纬度的作用关系体现在三个方面：第一,“内部报酬”既能发挥显著的正向直接作用(γ为0.55***),也能通过“组织认同”和“工作投入”发挥间接作用(γ分别为0.29***×0.36**=0.104**、0.55***×0.31***=0.171***)；第二,“专业认可”发挥显著的反向直接作用(γ为—0.57***)；第三,其它6种报酬方式(个人固定报酬、个人可变报酬、集体报酬、自由与理想、象征性奖励、晋升机会)的作用均不显著。(3)敬业度在全面报酬与绩效之间能发挥中介作用,但这种中介作用并不是在全面报酬和绩效所用纬度中都有所体现,也不是敬业度的所用纬度都能发挥中介作用。(4)性别、工作岗位以及企业规模等三个控制变量在全面报酬与绩效之间起调节作用。
本研究就动漫企业管理者如何管理和激励动漫技能人才提出了五点建议：(1)把设置科学合理的“内部报酬”作为首选；(2)经济性报酬方式中要重点依靠“集体性报酬”,同时要逐步提高“固定报酬”以消除员工的工作不满,而在设置“可变报酬”时关键要做到公平、公正；(3)设置外部社会情感报酬时要慎重、恰当,重点放在为员工创造更好的“晋升机会”上；当企业发展到一定程度时可以考虑设置“自由与理想”和“象征性奖励”的报酬方式；但就“专业认可”报酬方式而言,没有条件的动漫企业应该回避,有条件的在具体设置时也要十分慎重,以免事与愿违；(4)充分发挥敬业度在全面报酬和绩效之问的中介作用；(5)充分考虑性别、工作岗位和企业规模在全面报酬和绩效之间的调节作用。
本研究丰富了全面报酬理论、敬业度理论和绩效理论,对“报酬—绩效”理论的研究方法进行了创新,并为我国动漫企业管理者开展技能人才管理和激励工作提供了理论依据,为其选择动漫技能人才报酬方式提供了实证经验支持。
由于作者的知识和能力有限,本研究在研究方法、调查方式、同源方差等方面仍然存在许多不足,期待后续研究者有所改进。
Animation is an important part of the cultural industry, known as the most potential industry in the 21st century, with great market. It is of great significance for people's spiritual and cultural life, social culture and the cultivation of the teenagers. China's animation industry is now facing two major challenges:"insufficient incentives" and "incentives failures". So, the effective management and motivation by a scientific salary system to boost the staff's job performance are the inevitable issues for the companies.
Although many studies have been made in the last decades, which are mainly made from the aspects of the total compensation theory, engagement theory and the theory of employee performance, the theories adopted were mainly independent instead of comprehensive, let alone considering China's distinctive situation and the interrelationship among the above theories. In this study, the hypothetical model among total compensation, engagement theory and the employee performance was brought up on the basis of the analysis of the previous studies, which signifies the relationship between total compensation and animation talents in the following fields:direct effect, i.e. total compensation has direct influence on staff's performance; intermediate effect, which means that total compensation influences staff's performance through engagement; adjusting effects, which means that demographic characteristics (gender, age, job title, education, duration of service, work, job position) and organizational characteristics (organization size and location) affect the relationship between total compensation and performance.
Questionnaire is adopted in this research to collect data. In order to ensure its validity and authenticity, pilot questionnaire was made on the basis of domestic and international fixed fields and the combination of expert validity and surface validity, and then the formal questionnaire is formed after the amendment through the result of Exploratory Factor Analysis (EFA). In order to ensure the data's representation, authenticity and reliability, this study has adopted four measures. Firstly, we have close communication with the cartoon and animation bases in both Shenzhen and other big cities in China, and get a helpful support from dozens of representative animation companies. Secondly, a certain number of representative animation companies were surveyed in Beijing, Tianjin, Dalian, Shanghai, Hangzhou, Suzhou, Changsha, Wuhan, Chengdu, Guangzhou and Shenzhen. Thirdly, gifts have been given to each respondent. Fourthly, the considerate design of the preface, contents, distribution and collection in the questionnaire are helpful in the relief of the respondents'worries.144 pilot questionnaires have been distributed to 20 animation companies with 133 valid ones, which rates 92.36%, and 730 formal questionnaires have been distributed to 65 animation companies with 556 valid one, which rates 76.16%.
After the completion of the data classification and summarization, the professional statistical software SPSS17.0 and structural equation analysis software AMOS18 were used for the analysis. The analysis begins with the evaluation on the consistency of questionnaire in the situation of China by confirmatory factor analysis. Check whether the model matches with data measurement or not with the model's fitting degree index. And the structural validity examination was made. Then the reliability analysis is made to evaluate the reliability stability and consistency. Based on the above, a preliminary analysis was made by adopting the measures such as basic statistical analysis, correlation analysis, frequency distribution, independent sample t-test and single factor analysis of variance. Then SPSS 17.0 is used in correlation analysis and multiple regression analysis. As the multiple regression analysis of SPSS is only valid for single process and can't signify the direct and indirect effect of independent variable to several induced variables, the author uses structure equation model analysis software AMOS 18 to compare (chi-square test) the assumed model (partial intermediary model) with the reasonable replacement models (non-intermediary model and complete intermediary model). And the author uses the model fitting degree to approve that the hypothesis model is the best model for the data, and test the hypothesis through the structural model, leading to the conclusion of the research.
The research conclusions are as follows:(1) internal remuneration not only has significant positive and direct influence on the performance of the staff in animation companies, but also has indirect influence through "organization identity" and "work". Compared with other forms of payments, internal remuneration is much more conducive to improve the performance of the staff. (2) The external economic compensation has significant effects on performance of collective compensation (mainly work performance), and has indirect influence on dedication (mainly organizational identity) and performance. Personal fixed compensation has not significant influence on the performance. Individual variable compensation has direct and negative influence on performance. (3) Among social emotions remuneration, only "opportunities" has significant positive influence on performance (mainly "work performance"), whereas "freedom and career development" and "symbolic reward" do not have significant negative influence on performance. At the same time, "professional recognition" has significant negative influence on the performance (mainly work). (4) "Engagement" takes the roll as intermediate between overall salary of animation staff and their performance. (5) Three variables, sex, position and scale of company, have adjustment function for comprehensive salary and performance.
The research has great significance for the relevant theories as total compensation, engagement and performance. The main contribution and innovation of the research are as follows:(1) It has compared and verified the function, method and degree of ways of salary to the performance of the animation staff within the framework of theory of total compensation, and supplements the "compensation-Performance Theory". (2) It has testified that engagement is the intermediate variable, which is both the supplements and innovation to the "compensation-Performance Theory". (3) It has tested the total compensation theory, which originates from the west, in China's situation. (4) It has provided theoretical support for animation companies in staff management and encouragement, meanwhile, it has provided the companies with empirical support in the ways of salary.
The result of the research can help the animation company managers in five ways as follows:(1) A reasonable salary system is the priority. (2) Collective payment is preferred in salary in case of dissatisfaction of the staff, and it should be based on fairness and justice; (3) The external social emotion reward system should be made with care, mainly relying on promotions. With the development of the companies, "freedom and career development" and "symbolic reward" are also for choices; whereas, "professional recognition" can be avoided or dealt with care for some companies. (4) Make a full use of engagement as an intermediate between overall salary and their performance. (5) The conclusion that sex, position and scale of company influence the staff's performance to a certain extent is a useful reference for the management.
Because of the limited knowledge and ability, and objective constraints, this study is expected to be promoted in research methods, method of investigation and homologous variance.
引文
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