中国慈善组织薪酬政策研究

发布时间：2018-03-22 00:23

  本文选题：慈善组织　切入点：薪酬　出处：《上海师范大学》2015年硕士论文　论文类型：学位论文

【摘要】：市场经济的发展和社会的转型为我国慈善组织的发展提供了契机,同时也促使我国慈善组织发展面临职业化和专业化的要求。在职业化与专业化的过程中,首先必须建立一支高效专业的人才队伍,其核心是运用人力资源相关理论,建立并完善慈善组织人才激励机制,在重视非物质激励的同时,关注物质激励(主要为薪酬激励),给予慈善组织从业人员适当的待遇,为慈善组织的发展奠定良好的人力资源支撑体系。但是经过充分的调查研究发现,目前慈善组织存在从业人员薪酬待遇较低、薪酬满意度不高、社会保险不足等问题,造成慈善组织难以招募到与岗位相匹配的人才,并且导致现有慈善组织员工的流失,致使我国慈善组织整体运营水平较低,所以应该适当提高慈善组织从业人员的薪酬待遇,使慈善组织从业人员享受到合理的待遇水平。但是目前在社会公众认知、政府政策、资助方管理费用提取等方面面临提高薪酬的限制,导致慈善组织薪酬发展面临尴尬,阻碍慈善组织的发展和作用的发挥。本文旨在通过深入分析目前我国慈善组织薪酬的现状,发现慈善组织发展过程中面临的薪酬问题,并积极寻求解决方法,进一步提出慈善组织薪酬政策制定的建议。本文共包括5个章节。文章首先阐述了慈善组织薪酬研究的背景与意义,回顾了国内外慈善组织薪酬研究方面的现状,发现与国外研究相比,国内慈善组织薪酬研究方面明显不足;此外,第一部分对慈善组织、慈善组织薪酬等相关概念进行界定,明确文章研究的对象和范围。文章第二部分,对慈善组织薪酬的相关理论及其在慈善组织薪酬中的运用进行了探讨,并提出了确定慈善组织薪酬政策的基本原则和价值理念。第三部分,深入分析目前我国慈善组织薪酬的现状,并探讨我国慈善组织在发展过程中遇到的薪酬问题及慈善从业人员薪酬水平难以提高的制约因素。第四部分分析解读了英、美两国慈善组织薪酬政策与薪酬制度的实践,为我国慈善组织薪酬政策的制定提供宏观政策方面的借鉴,并探讨了企业薪酬管理的相关理论和实践,为我国慈善组织薪酬政策的制定提供微观策略方面的借鉴。最后,针对我国慈善组织薪酬的实际,在宏观政策和微观策略方面提出相关的政策建议,并深入分析了薪酬政策调整之后薪酬道德风险的防范措施。
[Abstract]:Provides an opportunity to market economy development and social development of China's charitable organization, but also to promote the development of China's charitable organization under occupation and specialization requirements. In the process of occupation and specialization, must first establish an effective and professional personnel, its core is the use of human resources in theory, establish and perfect the charity talent incentive mechanism, in the importance of non material incentives at the same time, pay attention to material incentives (mainly for incentive), give charity practitioners appropriate treatment, for the development of charitable organizations set good human resources support system. But after a full investigation found that the existence of charitable organizations staff salary is low, salary satisfaction is not high, the problem of social insurance is insufficient, resulting in the difficulty of recruiting charity match positions, and lead to the existing The charity organization staff turnover, resulting in the overall level of operation of charitable organizations in our country is relatively low, so the charity should be appropriate to improve the remuneration of workers, the charity organization employees enjoy a reasonable level of treatment. But at present in the public perception, government policy, funding management fees extraction face to improve the compensation limit. To charity organization salary development is faced with embarrassment, development and hinder the charity play. This paper through in-depth analysis of the present situation of China's charitable organization salary, salary problem found charity development process, and actively seek solutions, further put forward the charity organization salary policy recommendations. This paper consists of 5 chapters. This paper firstly describes the background and significance of the charity organization salary research, reviews the domestic and international charitable organizations in terms of salary research The status quo, compared with foreign research, domestic charitable organizations pay research is obviously inadequate; in addition, the first part of the definition of charity charitable organization, compensation and other related concepts, clear article research object and scope. The second part, related theories of charity organization salary and its application in compensation of charitable organizations to investigate, and put forward to determine the basic principles and values of charity pay policy. The third part, in-depth analysis of the current status of China's charitable organization compensation, and to explore the factors to improve the salary problem of charity organizations in China encountered in the process of development and charitable practitioners pay level. The fourth part analyzes the interpretation of English, the practice of American charity organization salary policy and the salary system, provide the macro policy for the development of charity organization in our country pay policy in terms of reference, and exploration Discuss the related theories of enterprise salary management and practice, providing micro strategy lessons for the development of China's charitable organization salary policy. Finally, according to the actual salary of charity organizations in China, and puts forward relevant policy suggestions in macro policy and micro strategy, and in-depth analysis of the remuneration policy adjustment in moral risk compensation measures.

【学位授予单位】：上海师范大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：D632.9

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本文编号：1646240