深圳H公司技术型员工薪酬满意度研究

发布时间：2018-05-05 14:25

本文选题：深圳H公司 + 技术型员工　；参考：《湘潭大学》2014年硕士论文

【摘要】：深圳H公司一直致力于实现从传统产业到高新技术产业的升级，由劳动密集型企业向高新技术型企业发展。因此，作为深圳H公司科研创新的中坚力量——技术型员工，他们是公司发展的命脉，对公司目标的实现有着重要影响，甚至关系到企业经营的成败。但在激烈的市场竞争压力下，公司技术型员工大量流失势必给深圳H公司带来不可估量的损失。因此，深圳H公司要想取得良好的业绩，实现企业的可持续发展，在稳定企业现有人才（特别是技术型人才）的同时更要创造良好的条件吸引更多优秀的人才加入到企业团队中。从而，对深圳H公司技术型员工的薪酬满意度进行调查研究成为当前公司发展的当务之急。本文在依据薪酬满意度相关理论的基础上，综合运用调查法、理论与实证相结合法及文献归纳法等多种方法，考察了深圳H公司技术型员工薪酬满意度现状及影响因素问题。首先介绍并阐述了技术型员工的含义及特点、薪酬满意度激励理论、薪酬满意度影响因素、薪酬满意度测量方法及模型等理论；然后通过实地调查从五个不同的维度考察了深圳H公司技术型员工薪酬满意度现状；接着根据问卷回收结果，采用回归分析，检验了五个维度与员工薪酬满意度之间的因果关系；最后结合深圳H公司战略目标及实情提出改进深圳H公司技术型员工薪酬管理制度，，提升技术型员工薪酬满意度的策略。研究结果表明：深圳H公司在技术型员工薪酬管理方面存在薪酬水平偏低、薪酬提升制度缺乏激励性、薪酬分配机制不够公平及公司福利政策不完善等问题，因此，深圳H公司应积极考虑这些方面的改善工作，以提高技术型员工薪酬满意度，稳定企业优秀人才队伍。本文结合员工薪酬满意度相关理论，根据深圳H公司实情，归纳和总结出了五个影响深圳H公司技术型员工薪酬满意度的因素（薪酬制度满意度、薪酬提升满意度、薪酬分配公平性满意度、薪酬水平满意度及福利水平满意度），形成了具有较强针对性的技术型员工薪酬满意度调查问卷，以更有效的了解深圳H公司在技术型员工薪酬管理方面存在的问题与不足，使得改善技术型员工薪酬满意度的对策有具有一定的针对性和可操作性，同时对于其他同类型企业技术型员工薪酬满意度调查具有一定的参考价值。
[Abstract]:Shenzhen H company has been committed to upgrading from traditional industry to high and new technology industry, developing from labor-intensive enterprises to high and new technology enterprises. Therefore, as the backbone of scientific research and innovation of Shenzhen company, technical employees, they are the lifeblood of the company's development, and have an important impact on the realization of the target of the company and even related to the realization of the company's goal. The success or failure of enterprise management, but under the pressure of fierce market competition, the huge loss of the company's technical staff will bring immeasurable loss to the H company of Shenzhen. Therefore, Shenzhen H company wants to achieve good performance and realize the sustainable development of the enterprise, and should create better the existing people (especially the technical talent) at the same time. The good conditions attract more talented people to join the enterprise team. Thus, it is urgent to investigate the salary satisfaction of the technical employees in the H company of Shenzhen.
On the basis of the related theory of salary satisfaction, this paper investigates the status and influence factors of salary satisfaction of technical employees in Shenzhen H company by using survey method, theoretical and empirical method and literature induction. Firstly, it introduces and expounds the meaning and characteristics of technical employees, and the incentive of salary satisfaction. The theory, the influence factors of salary satisfaction, the measurement method of salary satisfaction and the model theory, and then through the field investigation, the present situation of the salary satisfaction of the technical employees of Shenzhen H company is examined from five different dimensions. Then the results of the questionnaire recovery and the regression analysis are used to examine the relationship between the five dimensions and the employee's salary satisfaction. In the end, combining the strategic target and the actual situation of the Shenzhen H company, we put forward the improvement of the salary management system of technical employees in Shenzhen H company to improve the salary satisfaction of technical employees. The results show that there is a low salary level in the salary management of technical employees in Shenzhen H company, and the salary promotion system is lack of incentive and salary. The distribution mechanism is not fair and the company's welfare policy is not perfect. Therefore, Shenzhen H company should actively consider the improvement of these aspects in order to improve the salary satisfaction of technical employees and stabilize the outstanding talents of enterprises.
This paper, based on the related theory of employee compensation satisfaction, sums up and summarizes five factors that affect the salary satisfaction of Shenzhen H company's technical employees (salary system satisfaction, salary promotion satisfaction, salary distribution fairness satisfaction, compensation water level satisfaction and welfare level satisfaction), which have formed a comparison of H company's compensation satisfaction. The highly targeted technical employees' salary satisfaction questionnaire is more effective to understand the problems and deficiencies in the salary management of technical employees in Shenzhen H company, so that the Countermeasures for improving the salary satisfaction of technical employees have certain pertinence and operability, and the salary of other enterprises of the same type is paid. The investigation of remuneration satisfaction has a certain reference value.

【学位授予单位】：湘潭大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F426.6;F272.92

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