我国科研事业单位高层管理者薪酬满意度研究

发布时间：2018-03-09 19:51

本文选题：科研事业单位　切入点：高层管理者　出处：《东华大学》2014年硕士论文　论文类型：学位论文

【摘要】：近年来,随着我国科技体制改革的日益深入以及人才竞争的日趋激烈,科研事业单位的薪酬制度也处在快速变革之中,而科研事业单位的薪酬与相类似的科技企业相比竞争力不强,尤其是处于核心领导地位的高层管理者。改革薪酬管理制度,提高薪酬满意度是科研单位人事分配制度改革的重要内容,对于吸引人才、留住人才,充分调动人才的积极性与主动性,增强我国科研事业单位的市场竞争力具有十分重要的意义。本文分六章展开：第一章,绪论。提出研究背景与研究意义,并对国内外关于薪酬满意度的研究进行回顾综述,阐述了研究方法思路与内容框架、具体章节安排和本研究的研究方法并总结可能的研究创新点。第二章,我国科研事业单位高层管理者薪酬满意度构成、特点以及影响因素。首先,对本文研究的我国科研事业单位与高层管理者进行界定,阐述其薪酬的特点与构成,根据其薪酬的特点对高层管理者薪酬满意度的构成与影响因素进行梳理。第三章,适应我国科研事业单位高层管理者薪酬满意度多维度模型。在文献分析综述研究的基础上,根据当前科研事业单位高层管理者薪酬制度的现状与问题,针对性提出适合我国科研事业单位高层管理者的薪酬满意度多维度框架。第四章,对A市两家电子类科研事业单位的薪酬满意度情况进行了实证分析。该部分是本文的核心内容,首先阐述了对A市电子类科研事业单位进行调查分析的必要性；其次对调查问卷的情况进行了说明；再次对调查结果进行了统计分析,其中统计分析包括总体现状分析、各维度具体细化分析以及不同性别、不同学历的差异化分析。第五章,提高我国科研事业单位高层管理者薪酬满意度的策略。根据薪酬满意度的相关理论,结合本文调查问卷分析的结果,结合目前A市电子类科研事业单位高层管理者薪酬现状及问题,提出提高我国科研事业单位高层管理者薪酬满意度的相关策略与方案。第六章,结论部分。该部分揭示了本文研究的结论,罗列出本文的三个研究结论,指出我国科研事业单位必须提高高层管理者的薪酬满意度从而来提高其竞争力,并提出自己的研究不足点。
[Abstract]:In recent years, with the deepening of science and technology system reform in our country and the increasingly fierce competition for talents, the salary system of scientific research institutions is also in the process of rapid transformation. However, the compensation of scientific research institutions is not competitive compared with similar scientific and technological enterprises, especially the top managers who are in the core leadership position. Reform the compensation management system, Improving salary satisfaction is an important part of the reform of personnel distribution system in scientific research units. It can attract talents, retain them and fully mobilize their enthusiasm and initiative. It is of great significance to strengthen the market competitiveness of scientific research institutions in China. This paper is divided into six chapters:. The first chapter, introduction, puts forward the research background and significance, and reviews the domestic and foreign research on salary satisfaction, expounds the research methods and content framework. Specific chapter arrangement and the research method of this research and summarize the possible research innovation. In the second chapter, the composition, characteristics and influencing factors of the salary satisfaction of the senior managers in our country's scientific research institutions are defined, and the characteristics and composition of the compensation of the research institutions and senior managers are defined. According to the characteristics of compensation, the composition and influencing factors of compensation satisfaction of senior managers are combed out. The third chapter adapts to the multi-dimensional model of compensation satisfaction of senior managers in scientific research institutions in China. Based on the literature analysis and review, according to the current status and problems of the compensation system of senior managers in scientific research institutions, This paper puts forward a multi-dimensional framework of salary satisfaction for senior managers of scientific research institutions in China. In chapter 4th, the author makes an empirical analysis on the salary satisfaction of two electronic research institutions in A city. This part is the core content of this paper. Firstly, it expounds the necessity of investigating and analyzing the electronic research institutions in A city. Secondly, the situation of the questionnaire is explained, and the results of the survey are analyzed. The statistical analysis includes the analysis of the overall situation, the detailed analysis of each dimension, and the difference analysis of different gender and different educational background. Chapter 5th, the strategies to improve the salary satisfaction of the senior managers of scientific research institutions in China. According to the relevant theory of compensation satisfaction, combined with the results of the questionnaire analysis in this paper, Based on the current salary situation and problems of senior managers in electronic research institutions in A city, this paper puts forward the relevant strategies and schemes to improve the salary satisfaction of senior managers of scientific research institutions in China. Chapter 6th, conclusion. This part reveals the conclusions of this paper, lists the three conclusions of this paper, and points out that our country's scientific research institutions must improve the salary satisfaction of senior managers in order to improve their competitiveness. And put forward their own research deficiencies.
【学位授予单位】：东华大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：G311

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