薪酬战略与组织承诺关系研究
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摘要
在知识经济时代,人是企业中最具活力的因素,员工的组织承诺是企业生存的基石,是企业发展的核心竞争力的象征。员工对企业的承诺也成为企业管理好坏的重要指标,是关系到企业能否获得持续性发展的大事。在影响员工组织承诺的因素中,很多人都提到了薪酬,这无疑是最基础、最直接吸引员工、激励员工的手段。人们普遍认为,给的钱越多员工组织承诺就越高。然而在实践中,很多企业老总对此提出疑问。薪酬与员工组织承诺之间究竟存在怎么样的关系,这正是本文所研究的问题。
本研究在国内外相关研究的基础上,采用问卷调查的实证研究方法,调查了6家企业的150名员工。研究主要采用因子分析、相关分析、回归分析和方差分析等分析方法,并利用SPSS13.0进行数据处理与分析。本研究基本上证实了研究假设,主要结论如下:
1.薪酬战略各维度对员工组织承诺各维度有不同程度的直接影响。其中,薪酬水平定位对组织承诺三维度都有显著影响,基于岗位的薪酬影响情感承诺,薪酬结构影响持续承诺。
2.员工性别不影响薪酬战略与组织承诺之间的关系,但年龄、学历、工作年限和工作职务影响薪酬战略与组织承诺之间的关系。
3.企业背景影响薪酬战略与组织承诺之间的关系。
At the age of knowledge economy, humane resource is the most active factor, and how to enhance the employee's organizational commitment is the key of an enterprise's continual development. Generally, it's believed that more compensation can bring higher degree of organizational commitment. No doubt that the compensation is the most basic and direct way to encourage staff,but in practice, there is an argument about it. The study focused on the relationship among the compensation strategy and the employee's organizational commitment.
On the basis of previous related research, one hundred and fifty employees from six companies participated in interviews,maily uses questionnaire survey. The factor Analysis,Correlation Analysis,Regression Analysis and Analysis of Variance (general liner modeling) were used in this paper, and those calculations were done on the software of SPSS13.0. The hypotheses were largely supported.The main results were showed as follows:
1.The compensation strategy and the employee's organizational commitment had a significant influence.The compensation strategy affected employee's organizational commitment directly.
2.Gender have no influence on the relationship between compensation strategy and the employee's organizational commitment, but the relationship between compensation strategy and the employee's organizational commitment is influenced by age, education ,position and years of work. compensation strategy and the employee's organizational commitment.
3.The enterprise background affected the relationship between factors related compensation strategy and the employee's organizational commitment.
本研究在国内外相关研究的基础上,采用问卷调查的实证研究方法,调查了6家企业的150名员工。研究主要采用因子分析、相关分析、回归分析和方差分析等分析方法,并利用SPSS13.0进行数据处理与分析。本研究基本上证实了研究假设,主要结论如下:
1.薪酬战略各维度对员工组织承诺各维度有不同程度的直接影响。其中,薪酬水平定位对组织承诺三维度都有显著影响,基于岗位的薪酬影响情感承诺,薪酬结构影响持续承诺。
2.员工性别不影响薪酬战略与组织承诺之间的关系,但年龄、学历、工作年限和工作职务影响薪酬战略与组织承诺之间的关系。
3.企业背景影响薪酬战略与组织承诺之间的关系。
At the age of knowledge economy, humane resource is the most active factor, and how to enhance the employee's organizational commitment is the key of an enterprise's continual development. Generally, it's believed that more compensation can bring higher degree of organizational commitment. No doubt that the compensation is the most basic and direct way to encourage staff,but in practice, there is an argument about it. The study focused on the relationship among the compensation strategy and the employee's organizational commitment.
On the basis of previous related research, one hundred and fifty employees from six companies participated in interviews,maily uses questionnaire survey. The factor Analysis,Correlation Analysis,Regression Analysis and Analysis of Variance (general liner modeling) were used in this paper, and those calculations were done on the software of SPSS13.0. The hypotheses were largely supported.The main results were showed as follows:
1.The compensation strategy and the employee's organizational commitment had a significant influence.The compensation strategy affected employee's organizational commitment directly.
2.Gender have no influence on the relationship between compensation strategy and the employee's organizational commitment, but the relationship between compensation strategy and the employee's organizational commitment is influenced by age, education ,position and years of work. compensation strategy and the employee's organizational commitment.
3.The enterprise background affected the relationship between factors related compensation strategy and the employee's organizational commitment.
引文
① 谭晟,凌文铨.员工的组织承诺及其思考[J].中国人力资源开发,2003.1
① Becker, H.S.,. Notes on the Concept of Commitment [J]..American Journal of Sociology ,1960(66):32-40
① Allen, N.J., Meyer, J. P. The measurement and antecedents of affective, continuance and normative commitment to the organization[J].Journal of Occupational Psychology,1990(63):1-18
①施华淼,薪酬战略与绩效之间关系的研究[D].浙江大学硕士论文,2001
① Gomez-Mejia, Luis R., Welbourne, Theresa M.,.Compensation Strategy: An overview and future steps[J].Human Resource Planning,1988,11(3): 173-189
② Gomez-Mejia, Luis R., Welbourne, Theresa M.,.Compensation Strategy: An overview and future steps[J].Human Resource Planning,1988,11(3): 173-189
① Balkin, David B., Gomez-Mejia, Luis R,.Matching Compensation And Organizational Strategies[J].Strategic Management Journal, 1990(11): 153-170
① Noel M Tichy,Managing Organizational Transformations, Human Resource Management, 1986,22(2): 45-61
② Mitchell, Daniel J. B., Lawler, John, Wage Spillover: The Impact of Landrum-Griffin, Reply to Professor Mitchell,Industrial Relations ,1990,20(3):342 -350
③ Tosi, Henry L., Jr., Gomez-Mejia, Luis R., The Decoupling Of CEO Pay And Performance: An Agency Theory, Administrative Science Quarterly,1989, 34(2):169-190
④ Willam D Guth, Ian C Macmillan, Strategy Implementation Versus Middle Management Self-interest: Summary[J].Strategic Management Journal, 1986, 7(4): 313-328
⑤ Napier, Nancy Knox, Smith, Mark, Product Diversification, Performance Criteria andCompensation at the Corporate Manager Leve[J]. Strategic Management Journal, 1987,8( 2):195-202
⑥ Balkin, David B., Gomez-Mejia, Luis R,Matching Compensation And Organizational Strategies[J]. Strategic Management Journal, 1990(11): 153-170
① Gerge T.Milkovich , Jerry M.New,薪酬管理[M].北京:中国人民大学出版社,2002
② KevinJ. Murphy Corporate Performance and Managerial Remuneration: An Empirical analysis[J].Journal of Accounting and Economics,1985, 11-42
③ Michael C Jensen, Kevin J Murphy. CEO Incentives-It's Not How Much You Pay, But How[J].Harvard Business Review, 1990,(3):138-153
①张建国.基于战略的薪酬体系设计模型[J] .中国人力资源开发,2002(10)
②刘昕.薪酬管理[M].北京:中国人民大学出版社,2002
③刘昕.薪酬管理[M].北京:中国人民大学出版社,2002
①张建国.基于战略的薪酬体系设计模型[J].中国人力资源开发,2002.10
②王凌云,刘洪,张龙.论企业经营战略与薪酬战略的匹配[J].外国经济与管理,2004.11
③ 文跃然.薪酬管理原理[M].上海:复旦大学出版社,2004
①陈东华,陈信元,万华林.国有企业中的薪酬管制与在职消费[J] .经济研究,2005.2
② (美)雷蒙德.A.诺伊等.人力资源管理:赢得竞争优势[M].北京:中国人民人学出版社,2001
① (美)雷蒙德.A.诺伊等.人力资源管理:赢得竞争优势[M].北京:中国人民人学出版社,2001
① Bannister, Brendan D., Balkin, David B., Performance Evaluation and Compensation Feedback Messages: An Integrated Model[J].Journal of Occupational and Organizational Psychology, 1990,63( 2):97-112
①(美)雷蒙德.A.诺伊等.人力资源管理:赢得竞争优势[M].北京:中国人民人学出版社,2001
①王凌峰.薪酬设计与管理策略[M].北京:中国时代经济出版社,2005 年 1 月第 1 版
② Abowd, John M., Milkovich, George T., Hannon, John M., The Effects Of Human Resource Management Decisions On Share, Industrial and Labor Relations Review, 1990, 43( 3):203-237
③ Becker, H.S.,. Notes on the Concept of Commitment [J].American Journal of Sociology ,1960(66):32-40
① Porter, L.W, and Steer,R.M., Organizational Work and Personal Factors in Employee Turnover and Absenteeism[J].Psychological Bulletin, 1973(10):151-176.
② Allen, N.J., Meyer, J. P. The measurement and antecedents of affective, continuance and normative commitment to the organization[J]. Journal of Occupational Psychology, 1990(63): 1-18
①王重鸣.管理心理学[M].北京:人民教育出版社,2000
①凌文辁、张治灿、方俐洛.中国职工组织承诺研究[J].北京:中国社会科学,2001
② Folger R, Konovsky M A. Effects of procedural and distributive justice on reactions to pay raise decisions[J]. Academy of Management Journal, 1989, 32: 115-130
①施华淼.薪酬战略与绩效之间关系的研究[D].浙江大学硕士论文,2001
②陈志刚.员工公平感与人力资源薪酬策略以及组织承诺的关系研究[D].浙江大学硕士论文,2002
①施华淼.薪酬战略与绩效之间关系的研究[D].浙江大学硕士论文,2001
②陈志刚.员工公平感与人力资源薪酬策略以及组织承诺的关系研究[D].浙江大学硕士论文,2002
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[2] Allen, N.J., Meyer, J. P. The measurement and antecedents of affective, continuance and normative commitment to the organization[J].Journal of Occupational Psychology,1990(63):1-18
[3] Gomez-Mejia, Luis R., Welbourne, Theresa M.,.Compensation Strategy: An overview and future steps[J].Human Resource Planning,1988,11(3): 173-189
[4] Balkin, David B., Gomez-Mejia, Luis R,Matching Compensation And Organizational Strategies[J] .Strategic Management Journal, 1990(11): 153-170
[5] Noel M Tichy , Managing Organizational Transformations[J].Human Resource Management, 1986,22(2): 45-61
[6] Mitchell, Daniel J. B., Lawler, John, Wage Spillover: The Impact of Landrum-Griffin, Reply to Professor Mitchell[J].Industrial Relations ,1990.20(3):342 -350
[7] Tosi, Henry L., Jr., Gomez-Mejia, Luis R., The Decoupling Of CEO Pay And Performance: An Agency Theory, Administrative Science Quarterly,1989, 34(2):169-190
[8] Willam D Guth, Ian C Macmillan, Strategy Implementation Versus Middle Management Self-interest: Summary[J].Strategic Management Journal, 1986, 7(4): 313-328
[9] Napier, Nancy Knox, Smith, Mark, Product Diversification, Performance Criteria andCompensation at the Corporate Manager Level[J].Strategic Management Journal, 1987,8( 2):195-202
[10] Bannister, Brendan D., Balkin, David B., Performance Evaluation and Compensation Feedback Messages: An Integrated Model[J]. Journal of Occupational and Organizational Psychology,1990,63(2):97-112
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[12] Porter, L.W, and Steer,R.M., Organizational Work and Personal Factors in EmployeeTurnover and Absenteeism.[J]. Psychological Bulletin, 1973(10):151-176.
[13] Allen, N.J., Meyer, J. P. The measurement and antecedents of affective, continuance and normative commitment to the organization [J]. Journal of Occupational Psychology, 1990(63): 1-18
[14] Gerge T.Milkovich and Jerry M.New.薪酬管理[M].北京:中国人民大学出版社,2002
[15] KevinJ.Murphy Corporate Performance and Managerial Remuneration: An Empirical analysis[J].Journal of Accounting and Economics,1985:11-42
[16] Michael C Jensen, Kevin J Murphy. CEO Incentives-It's Not How Much You Pay, But How[J]. Harvard Business Review, 1990(3):138-153
[17] Folger R, Konovsky M A. Effects of procedural and distributive justice on reactions to pay raise decisions[J]. Academy of Management Journal, 1989, 32: 115-130
[18] 谭晟,凌文铨.员工的组织承诺及其思考[J].中国人力资源开发,2003.1
[19] 施华淼.薪酬战略与绩效之间关系的研究[D].浙江大学硕士论文,2001
[20] 龚一萍.论薪酬战略[J].经济纵横.2004 年第 12 期
[21] 张建国.基于战略的薪酬体系设计模型[J].中国人力资源开发,2002.10
[22] 刘昕.薪酬管理[M].北京:中国人民大学出版社,2002
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[34] 陈志刚.员工公平感与人力资源薪酬策略以及组织承诺的关系研究[D].浙江大学硕士论文,2002
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① Becker, H.S.,. Notes on the Concept of Commitment [J]..American Journal of Sociology ,1960(66):32-40
① Allen, N.J., Meyer, J. P. The measurement and antecedents of affective, continuance and normative commitment to the organization[J].Journal of Occupational Psychology,1990(63):1-18
①施华淼,薪酬战略与绩效之间关系的研究[D].浙江大学硕士论文,2001
① Gomez-Mejia, Luis R., Welbourne, Theresa M.,.Compensation Strategy: An overview and future steps[J].Human Resource Planning,1988,11(3): 173-189
② Gomez-Mejia, Luis R., Welbourne, Theresa M.,.Compensation Strategy: An overview and future steps[J].Human Resource Planning,1988,11(3): 173-189
① Balkin, David B., Gomez-Mejia, Luis R,.Matching Compensation And Organizational Strategies[J].Strategic Management Journal, 1990(11): 153-170
① Noel M Tichy,Managing Organizational Transformations, Human Resource Management, 1986,22(2): 45-61
② Mitchell, Daniel J. B., Lawler, John, Wage Spillover: The Impact of Landrum-Griffin, Reply to Professor Mitchell,Industrial Relations ,1990,20(3):342 -350
③ Tosi, Henry L., Jr., Gomez-Mejia, Luis R., The Decoupling Of CEO Pay And Performance: An Agency Theory, Administrative Science Quarterly,1989, 34(2):169-190
④ Willam D Guth, Ian C Macmillan, Strategy Implementation Versus Middle Management Self-interest: Summary[J].Strategic Management Journal, 1986, 7(4): 313-328
⑤ Napier, Nancy Knox, Smith, Mark, Product Diversification, Performance Criteria andCompensation at the Corporate Manager Leve[J]. Strategic Management Journal, 1987,8( 2):195-202
⑥ Balkin, David B., Gomez-Mejia, Luis R,Matching Compensation And Organizational Strategies[J]. Strategic Management Journal, 1990(11): 153-170
① Gerge T.Milkovich , Jerry M.New,薪酬管理[M].北京:中国人民大学出版社,2002
② KevinJ. Murphy Corporate Performance and Managerial Remuneration: An Empirical analysis[J].Journal of Accounting and Economics,1985, 11-42
③ Michael C Jensen, Kevin J Murphy. CEO Incentives-It's Not How Much You Pay, But How[J].Harvard Business Review, 1990,(3):138-153
①张建国.基于战略的薪酬体系设计模型[J] .中国人力资源开发,2002(10)
②刘昕.薪酬管理[M].北京:中国人民大学出版社,2002
③刘昕.薪酬管理[M].北京:中国人民大学出版社,2002
①张建国.基于战略的薪酬体系设计模型[J].中国人力资源开发,2002.10
②王凌云,刘洪,张龙.论企业经营战略与薪酬战略的匹配[J].外国经济与管理,2004.11
③ 文跃然.薪酬管理原理[M].上海:复旦大学出版社,2004
①陈东华,陈信元,万华林.国有企业中的薪酬管制与在职消费[J] .经济研究,2005.2
② (美)雷蒙德.A.诺伊等.人力资源管理:赢得竞争优势[M].北京:中国人民人学出版社,2001
① (美)雷蒙德.A.诺伊等.人力资源管理:赢得竞争优势[M].北京:中国人民人学出版社,2001
① Bannister, Brendan D., Balkin, David B., Performance Evaluation and Compensation Feedback Messages: An Integrated Model[J].Journal of Occupational and Organizational Psychology, 1990,63( 2):97-112
①(美)雷蒙德.A.诺伊等.人力资源管理:赢得竞争优势[M].北京:中国人民人学出版社,2001
①王凌峰.薪酬设计与管理策略[M].北京:中国时代经济出版社,2005 年 1 月第 1 版
② Abowd, John M., Milkovich, George T., Hannon, John M., The Effects Of Human Resource Management Decisions On Share, Industrial and Labor Relations Review, 1990, 43( 3):203-237
③ Becker, H.S.,. Notes on the Concept of Commitment [J].American Journal of Sociology ,1960(66):32-40
① Porter, L.W, and Steer,R.M., Organizational Work and Personal Factors in Employee Turnover and Absenteeism[J].Psychological Bulletin, 1973(10):151-176.
② Allen, N.J., Meyer, J. P. The measurement and antecedents of affective, continuance and normative commitment to the organization[J]. Journal of Occupational Psychology, 1990(63): 1-18
①王重鸣.管理心理学[M].北京:人民教育出版社,2000
①凌文辁、张治灿、方俐洛.中国职工组织承诺研究[J].北京:中国社会科学,2001
② Folger R, Konovsky M A. Effects of procedural and distributive justice on reactions to pay raise decisions[J]. Academy of Management Journal, 1989, 32: 115-130
①施华淼.薪酬战略与绩效之间关系的研究[D].浙江大学硕士论文,2001
②陈志刚.员工公平感与人力资源薪酬策略以及组织承诺的关系研究[D].浙江大学硕士论文,2002
①施华淼.薪酬战略与绩效之间关系的研究[D].浙江大学硕士论文,2001
②陈志刚.员工公平感与人力资源薪酬策略以及组织承诺的关系研究[D].浙江大学硕士论文,2002
[1] Becker, H.S. .Notes on the Concept of Commitment [J].American Journal of Sociology ,1960(66):32-40
[2] Allen, N.J., Meyer, J. P. The measurement and antecedents of affective, continuance and normative commitment to the organization[J].Journal of Occupational Psychology,1990(63):1-18
[3] Gomez-Mejia, Luis R., Welbourne, Theresa M.,.Compensation Strategy: An overview and future steps[J].Human Resource Planning,1988,11(3): 173-189
[4] Balkin, David B., Gomez-Mejia, Luis R,Matching Compensation And Organizational Strategies[J] .Strategic Management Journal, 1990(11): 153-170
[5] Noel M Tichy , Managing Organizational Transformations[J].Human Resource Management, 1986,22(2): 45-61
[6] Mitchell, Daniel J. B., Lawler, John, Wage Spillover: The Impact of Landrum-Griffin, Reply to Professor Mitchell[J].Industrial Relations ,1990.20(3):342 -350
[7] Tosi, Henry L., Jr., Gomez-Mejia, Luis R., The Decoupling Of CEO Pay And Performance: An Agency Theory, Administrative Science Quarterly,1989, 34(2):169-190
[8] Willam D Guth, Ian C Macmillan, Strategy Implementation Versus Middle Management Self-interest: Summary[J].Strategic Management Journal, 1986, 7(4): 313-328
[9] Napier, Nancy Knox, Smith, Mark, Product Diversification, Performance Criteria andCompensation at the Corporate Manager Level[J].Strategic Management Journal, 1987,8( 2):195-202
[10] Bannister, Brendan D., Balkin, David B., Performance Evaluation and Compensation Feedback Messages: An Integrated Model[J]. Journal of Occupational and Organizational Psychology,1990,63(2):97-112
[11] Abowd, John M., Milkovich, George T., Hannon, John M., The Effects Of Human Resource Management Decisions On Share, Industrial and Labor Relations Review, 1990,43(3):203-237
[12] Porter, L.W, and Steer,R.M., Organizational Work and Personal Factors in EmployeeTurnover and Absenteeism.[J]. Psychological Bulletin, 1973(10):151-176.
[13] Allen, N.J., Meyer, J. P. The measurement and antecedents of affective, continuance and normative commitment to the organization [J]. Journal of Occupational Psychology, 1990(63): 1-18
[14] Gerge T.Milkovich and Jerry M.New.薪酬管理[M].北京:中国人民大学出版社,2002
[15] KevinJ.Murphy Corporate Performance and Managerial Remuneration: An Empirical analysis[J].Journal of Accounting and Economics,1985:11-42
[16] Michael C Jensen, Kevin J Murphy. CEO Incentives-It's Not How Much You Pay, But How[J]. Harvard Business Review, 1990(3):138-153
[17] Folger R, Konovsky M A. Effects of procedural and distributive justice on reactions to pay raise decisions[J]. Academy of Management Journal, 1989, 32: 115-130
[18] 谭晟,凌文铨.员工的组织承诺及其思考[J].中国人力资源开发,2003.1
[19] 施华淼.薪酬战略与绩效之间关系的研究[D].浙江大学硕士论文,2001
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