个体差异、参照体选择与意义建构对薪酬满意的作用机理研究
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摘要
中国目前处于社会急剧变化、经济高速发展、利益调整持续的转型期,文化特征上呈现传统性与现代性并存。薪酬是组织雇佣关系的核心问题,而薪酬满意是组织能够达成其薪酬目标的必要非充分条件。该文将从三个范畴拓展多维度本质下薪酬满意的前因研究：一是放松对“个体差异”的约束,研究个体差异如何涉入于薪酬满意的形成过程；二是深化对薪酬参照体的理解,探究基于参照体多表征的路径模型与相对重要性；三是从全面价值感知出发,建构不同薪酬意义影响薪酬满意不同维度的效应相对性的一般模式,以求发现个体差异、参照体选择和意义建构等三个范畴对薪酬满意作用机理(主效应、中介效应与调节效应)的具有普遍性的规律和中国转型与文化背景下的独特现象。
论文分为七章。第1章回顾研究的理论与现实背景,指出既有成果的局限、研究问题、技术路线等；第2章对薪酬满意、参照体选择、薪酬反应相关的个体差异、金钱及薪酬意义等方面的研究做了系统的梳理,找出以往研究不足与突破口；第3章基于文献回顾和研究问题,提出总体研究架构与假设,特别是个体差异的角色、参照选择过程以及薪酬意义建构对薪酬满意各维度的相对影响；第4章提出变量界定与操作化测量、数据来源以及分析程序等；第5章提供统计分析与假设检验的结果；第6章讨论数据分析结果和管理应用；第7章指出该文的结论、贡献、局限性及未来研究方向。
数据收集来自私人部门与公共部门的517份有效样本(在职雇员)。探索性与验证性因子分析表明,潜变量测量具有良好的信度和效度,测量模式与数据之间有较好的拟合。针对数据的统计检验表明,自变量之间不存在严重的多重共线性问题,共同方法偏差问题也不显著。
实证研究结果表明：(1)多个个体差异变量对薪酬体系的多个特征偏好产生显著影响；(2)信息知晓度、判断关联性正向影响特定参照体的比较频率；数量差异正向影响分配公平、薪酬满意,比较频率负向影响分配公平、薪酬满意,自我生活成本等七类参照体相对重要；(3)个体差异阐释了参照体选择过程的本质与效应,人口统计学上的个体差异在参照体选择中的效用未及“公平敏感性”、“成就需要”、“风险厌恶”等个体差异,参照体选择的多与寡、倾向的大与小,与积极的、自利的、风险规避的动机紧密相关；(4)绝对意义对薪酬水平满意产生较大影响,相对意义(除了系统参照体数量差异、内部排序地位)对薪酬水平满意产生较大影响,控制意义对过程性维度产生较大影响,匹配意义对系统满意产生较大影响,四种意义之下解释了薪酬满意的绝大部分变异,在公共部门和私人部门中,不同意义对薪酬满意不同维度的相对效应存在差异；(5)调节效应假设绝大多数得到支持,金钱崇拜、公平敏感性、成就需要、风险厌恶、集体/个体中心取向等均对自变量与薪酬满意之间产生调节作用,或有的假设仅在特定群体的样本得到支持。金钱崇拜在局部样本中调节了绝对/相对薪酬与薪酬满意之间的关系；公平敏感性调节了绝对/相对薪酬与分配公平、薪酬满意之间的关系；成就需要调节了绩效薪知觉与薪酬满意之间的关系；风险厌恶调节了薪酬变动与薪酬满意之间的关系；集体/个体中心取向调节相对薪酬与薪酬满意之间的关系。
论文提出了一个关于个体差异如何改变对薪酬特征反应的框架(偏好影响、参照选择可能性的影响以及调节效应的影响),厘清了多表征条件下的薪酬参照比较的路径模型及相对重要性,结构化薪酬意义并验证了不同意义(价值)对薪酬满意各维度影响的相对效应。研究亦发现了在转型背景与中国文化情境下的一些特殊的现象：如组织文化抑制、总体排序依赖、内外反应有别以及家庭参照依赖、自己人效应等独特现象。论文也指出了研究的局限性和管理性应用,并提出了未来的研究建议。
Now China is in transition period with characteristics of rapid change society, high speed growth economy, and continuous adjustment benefit.There exist tradition and modernity culture simultaneously. Compensation is core issue in organizational employment relationship, and pay satisfaction is the necessary but not sufficient condition of attainment of organizational goals. This dissertation has three main goals to extend the existing literature of antecedent of pay satisfaction. First, releases the constraints of individual differences,and research on the the role of individual differences in formantion of pay satisfaction; Second, strengthens understanding the pay comparison process,and clarify effect of pay referents from the paths model and relative importance based on multi characterization; Third, contructs the total perceived value attached to the pay, and expects different pay meaning/value have relative effects on different dimension of pay satisfaction.This dissertation aims to find the impact mechanisms (main effects, mediated effects and moderated effects) of individual differences, pay referent choice and pay meaning contruction on the pay satisfaction with multidimensional nature in generality and unique Chinese feature.
This dissertation comprises seven chapters. Chapter 1 reviews the background of reality and theory research, addresses the existing gaps, and puts forward the research questions and technology roadmap. Chapter 2 traces the history of pay satisfaction research, referent selection theory ,compensation related individual differences and meaning of money or pay briefly; Chapter 3 puts forward the research framework and hypothesis, especially on the role of individual difference, referent selection process and four meaning interpretation mechanism of pay satisfaction; Chapter 4 discusses the research design along with definitions and measurements of the variables, sampling, and procedures used in analyzing the data; Chapter 5 presents the results of the statistical analyses. Chapter 6 discusses the results and management implications; Chapter 7 concludes the research and discusses limitations and suggestions for future research.
Data was collected from 517 employees both in public and private sector. Exploratory factors analysis and confirmatory factors analysis are used to test the the validility and reliability of the contructs measurement. It found a good fit between our measurement model and our data.The independent variables have no the serious problem of multicollinearity and the common method biases effects were non-significant.
Empirical results indicate that:(1)Several individual difference variables have significant effects on several pay characteristics preference. (2)Information about referent and relevance for judgment positively affect the comparison frequency of the certain referent, quantity differentials positively affect the distribute justice or pay satisfaction, comparison frequency negatively affects the distribute justice or pay satisfaction, and distribute justice as a mediator. Integrating the three approaches, the empirical results confirm that seven referents have more relative importance on pay satisfaction. (3)There exsits individual differences in referent choice "possibility", the demography show lower effects on the possibility of referent choice than equity sensitivity, needs of achievement and risk aversion, the referent choice possibility related to the positive,entitled or risk aversion motivation. (4)The absolute meaning show relatively more effects on pay level satisfaction,the relative meaning(excluding the system referent and internal pay rank) also show relatively more effects on pay level satisfaction, the control meaning show more effects on the process dimensions,and fit meaning have more effects on system dimension.Under the four meaning framework, the independents interpret more variance of pay satisfaction.Especially there show relatively effects on pay satisfaction dimensions due to four meaning in private and public sector. (5)Moderator hypothesis were mostly supported, or only for certain employee groups.Love of money moderate the relationship of absolute/relative compensation and pay satisfaction, equity sensitivity moderate the relationship of absolute/relative compensation and justice perception or pay satisfaction, needs of achievement moderate the relationship of pay for performance perception and pay satisfaction, risk aversion moderate the relationship of pay variation and pay satisfaction,and the allocentrics/idiocentrics moderate the relationship of relative compensation and pay satisfaction in all sample or in certain sample.
The dissersation puts forward a framework of how and why individual differences could alter an individual's response to the compensation characteristics (ie. influence preference,referent choice and as a moderator), clarifies effect of pay referents from the paths model and relative importance based on multi characterization, and explores the four pay meaning and relative effects on multidimension of pay satisfaction. The dissersation also finds unique phenomenon in china' transition and culture context, such as organizational culture constrain, general rank dependence,reaction on internal and external differently, reference by family cost of living and effect of Zijiren.The dissertation also sets out the limitations of the study and its practical implications, and makes some suggestions for future research.
论文分为七章。第1章回顾研究的理论与现实背景,指出既有成果的局限、研究问题、技术路线等；第2章对薪酬满意、参照体选择、薪酬反应相关的个体差异、金钱及薪酬意义等方面的研究做了系统的梳理,找出以往研究不足与突破口；第3章基于文献回顾和研究问题,提出总体研究架构与假设,特别是个体差异的角色、参照选择过程以及薪酬意义建构对薪酬满意各维度的相对影响；第4章提出变量界定与操作化测量、数据来源以及分析程序等；第5章提供统计分析与假设检验的结果；第6章讨论数据分析结果和管理应用；第7章指出该文的结论、贡献、局限性及未来研究方向。
数据收集来自私人部门与公共部门的517份有效样本(在职雇员)。探索性与验证性因子分析表明,潜变量测量具有良好的信度和效度,测量模式与数据之间有较好的拟合。针对数据的统计检验表明,自变量之间不存在严重的多重共线性问题,共同方法偏差问题也不显著。
实证研究结果表明：(1)多个个体差异变量对薪酬体系的多个特征偏好产生显著影响；(2)信息知晓度、判断关联性正向影响特定参照体的比较频率；数量差异正向影响分配公平、薪酬满意,比较频率负向影响分配公平、薪酬满意,自我生活成本等七类参照体相对重要；(3)个体差异阐释了参照体选择过程的本质与效应,人口统计学上的个体差异在参照体选择中的效用未及“公平敏感性”、“成就需要”、“风险厌恶”等个体差异,参照体选择的多与寡、倾向的大与小,与积极的、自利的、风险规避的动机紧密相关；(4)绝对意义对薪酬水平满意产生较大影响,相对意义(除了系统参照体数量差异、内部排序地位)对薪酬水平满意产生较大影响,控制意义对过程性维度产生较大影响,匹配意义对系统满意产生较大影响,四种意义之下解释了薪酬满意的绝大部分变异,在公共部门和私人部门中,不同意义对薪酬满意不同维度的相对效应存在差异；(5)调节效应假设绝大多数得到支持,金钱崇拜、公平敏感性、成就需要、风险厌恶、集体/个体中心取向等均对自变量与薪酬满意之间产生调节作用,或有的假设仅在特定群体的样本得到支持。金钱崇拜在局部样本中调节了绝对/相对薪酬与薪酬满意之间的关系；公平敏感性调节了绝对/相对薪酬与分配公平、薪酬满意之间的关系；成就需要调节了绩效薪知觉与薪酬满意之间的关系；风险厌恶调节了薪酬变动与薪酬满意之间的关系；集体/个体中心取向调节相对薪酬与薪酬满意之间的关系。
论文提出了一个关于个体差异如何改变对薪酬特征反应的框架(偏好影响、参照选择可能性的影响以及调节效应的影响),厘清了多表征条件下的薪酬参照比较的路径模型及相对重要性,结构化薪酬意义并验证了不同意义(价值)对薪酬满意各维度影响的相对效应。研究亦发现了在转型背景与中国文化情境下的一些特殊的现象：如组织文化抑制、总体排序依赖、内外反应有别以及家庭参照依赖、自己人效应等独特现象。论文也指出了研究的局限性和管理性应用,并提出了未来的研究建议。
Now China is in transition period with characteristics of rapid change society, high speed growth economy, and continuous adjustment benefit.There exist tradition and modernity culture simultaneously. Compensation is core issue in organizational employment relationship, and pay satisfaction is the necessary but not sufficient condition of attainment of organizational goals. This dissertation has three main goals to extend the existing literature of antecedent of pay satisfaction. First, releases the constraints of individual differences,and research on the the role of individual differences in formantion of pay satisfaction; Second, strengthens understanding the pay comparison process,and clarify effect of pay referents from the paths model and relative importance based on multi characterization; Third, contructs the total perceived value attached to the pay, and expects different pay meaning/value have relative effects on different dimension of pay satisfaction.This dissertation aims to find the impact mechanisms (main effects, mediated effects and moderated effects) of individual differences, pay referent choice and pay meaning contruction on the pay satisfaction with multidimensional nature in generality and unique Chinese feature.
This dissertation comprises seven chapters. Chapter 1 reviews the background of reality and theory research, addresses the existing gaps, and puts forward the research questions and technology roadmap. Chapter 2 traces the history of pay satisfaction research, referent selection theory ,compensation related individual differences and meaning of money or pay briefly; Chapter 3 puts forward the research framework and hypothesis, especially on the role of individual difference, referent selection process and four meaning interpretation mechanism of pay satisfaction; Chapter 4 discusses the research design along with definitions and measurements of the variables, sampling, and procedures used in analyzing the data; Chapter 5 presents the results of the statistical analyses. Chapter 6 discusses the results and management implications; Chapter 7 concludes the research and discusses limitations and suggestions for future research.
Data was collected from 517 employees both in public and private sector. Exploratory factors analysis and confirmatory factors analysis are used to test the the validility and reliability of the contructs measurement. It found a good fit between our measurement model and our data.The independent variables have no the serious problem of multicollinearity and the common method biases effects were non-significant.
Empirical results indicate that:(1)Several individual difference variables have significant effects on several pay characteristics preference. (2)Information about referent and relevance for judgment positively affect the comparison frequency of the certain referent, quantity differentials positively affect the distribute justice or pay satisfaction, comparison frequency negatively affects the distribute justice or pay satisfaction, and distribute justice as a mediator. Integrating the three approaches, the empirical results confirm that seven referents have more relative importance on pay satisfaction. (3)There exsits individual differences in referent choice "possibility", the demography show lower effects on the possibility of referent choice than equity sensitivity, needs of achievement and risk aversion, the referent choice possibility related to the positive,entitled or risk aversion motivation. (4)The absolute meaning show relatively more effects on pay level satisfaction,the relative meaning(excluding the system referent and internal pay rank) also show relatively more effects on pay level satisfaction, the control meaning show more effects on the process dimensions,and fit meaning have more effects on system dimension.Under the four meaning framework, the independents interpret more variance of pay satisfaction.Especially there show relatively effects on pay satisfaction dimensions due to four meaning in private and public sector. (5)Moderator hypothesis were mostly supported, or only for certain employee groups.Love of money moderate the relationship of absolute/relative compensation and pay satisfaction, equity sensitivity moderate the relationship of absolute/relative compensation and justice perception or pay satisfaction, needs of achievement moderate the relationship of pay for performance perception and pay satisfaction, risk aversion moderate the relationship of pay variation and pay satisfaction,and the allocentrics/idiocentrics moderate the relationship of relative compensation and pay satisfaction in all sample or in certain sample.
The dissersation puts forward a framework of how and why individual differences could alter an individual's response to the compensation characteristics (ie. influence preference,referent choice and as a moderator), clarifies effect of pay referents from the paths model and relative importance based on multi characterization, and explores the four pay meaning and relative effects on multidimension of pay satisfaction. The dissersation also finds unique phenomenon in china' transition and culture context, such as organizational culture constrain, general rank dependence,reaction on internal and external differently, reference by family cost of living and effect of Zijiren.The dissertation also sets out the limitations of the study and its practical implications, and makes some suggestions for future research.
引文
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