合肥地区中小企业员工内在薪酬满意度与离职倾向关系实证研究

发布时间：2018-01-14 01:29

本文关键词：合肥地区中小企业员工内在薪酬满意度与离职倾向关系实证研究　出处：《内蒙古财经大学》2014年硕士论文　论文类型：学位论文

【摘要】：在我国企业中，99%以上是中小企业。改革开放以来，随着我们对非公经济地位、作用认识的不断深化，各级政府采取强有力的措施，鼓励、支持、引导多种所有制经济健康快速发展，大量中小企业如雨后春笋般地涌现出来，成为支撑我国经济快速增长不可忽视的力量。。由于中小企的灵活性、科技性、创新性等特殊性，在很多方面比国有大型企业存在自有的优势。然而,中小企业的这些特性也导致中小企业员工的流动性变得很高。如何降低中小企业员工离职率，了解员工离职原因是非常重要的。研究表明员工的离职与员工的满意度有着密切的关系。薪酬满意度又是员工满意度的最主要构成因素，薪酬满意度又分为内部和外部薪酬满意度，以往国内外学者的研究主要集中在外在薪酬满意度。本文将以内在薪酬满意度为重点，将影响内在薪酬满意度的维度分为个人期望满意度，个人发展满意度，，组织氛围满意度以及其他因素满意度，研究内在薪酬满意度及其各维度与离职倾向之间的关系。本文主要采用问卷调查的方法，首先对合肥中小企业不同样本特征的员工进行分类，并随机抽样调查来研究员工内在薪酬满意度与离职倾向的关系，然后运用SPSS17.0统计软件对调查结果进行统计分析,依照样本的特性:性别、学历、工作年限、工作职责和年龄对中小企业员工进行群体划分，来研究各个维度内在薪酬满意度对不同样本特性员工的离职倾向影响程度的大小。本研究结论具有一定的研究意义，可以为中小企业管理人员提出一些有效的参考，让他们了解影响员工内在薪酬满意度的因素有哪些，以及了解这些内在因素与员工离职倾向之间的关系，从而针对不同的员工制定出不同的薪酬管理制度，公平有效的进行薪酬管理，以维持中小企业内部稳定，激励员工工作热情，以人为本，真正实现双赢。
[Abstract]:More than 99% of Chinese enterprises are small and medium-sized enterprises. Since the reform and opening up, with the deepening of our understanding of non-public economic status and role, governments at all levels have taken strong measures to encourage and support. To guide the healthy and rapid development of diversified ownership economy, a large number of small and medium-sized enterprises have sprung up and become the strength that can not be ignored to support the rapid economic growth of our country. Because of the flexibility, science and technology, innovation and other particularities, SMEs have their own advantages over large state-owned enterprises in many aspects. These characteristics of small and medium-sized enterprises also lead to high employee mobility. It is very important to understand the reasons of employee turnover in order to reduce the turnover rate of small and medium-sized enterprises. The research shows that employee turnover is closely related to employee satisfaction. Salary satisfaction is the most important factor of employee satisfaction, and salary satisfaction is divided into internal and external pay satisfaction. In the past, scholars at home and abroad mainly focused on the external compensation satisfaction. This paper focuses on the internal compensation satisfaction, and divides the dimensions that affect the internal salary satisfaction into personal expectation satisfaction and personal development satisfaction. Organizational climate satisfaction and other factors of satisfaction, the study of internal pay satisfaction and the relationship between each dimension and turnover intention. This article mainly uses the questionnaire method, first carries on the classification to the Hefei small and medium-sized enterprise different sample characteristic staff, and the random sampling survey studies the staff intrinsic salary satisfaction and the turnover intention relations. Then the SPSS17.0 statistical software is used to analyze the survey results, according to the characteristics of the sample: gender, education, working years, job responsibilities and age for small and medium-sized enterprises for the group division. To study the degree of influence of internal salary satisfaction on turnover intention of employees with different sample characteristics. The conclusion of this study has certain research significance, can provide some effective reference for the managers of small and medium-sized enterprises, let them understand the factors that affect the employees' internal salary satisfaction. And understand the relationship between these internal factors and employee turnover intention, so as to develop different salary management system for different employees, fair and effective pay management, in order to maintain the internal stability of small and medium-sized enterprises. Encourage employees to work with enthusiasm, people-oriented, and truly achieve win-win.
【学位授予单位】：内蒙古财经大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F224

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