员工视角的薪酬价值观量表开发研究

发布时间：2018-03-02 10:29

本文关键词： 薪酬价值观员工视角量表开发　出处：《兰州大学》2017年硕士论文　论文类型：学位论文

【摘要】：在以“面子”为典型特征的中国人际文化体系中,薪酬在形式上是“货币符号”,而本质上是薪酬能否彰显自己的价值、尊严与面子并决定员工对组织的评价、态度、行为与工作状态等。这一特征,在个性与价值彰显的价值观管理时代越来越明显与重要。因此,薪酬理论的研究也从早期的最低工资理论、工资基金理论、工资差别理论等研究,转向员工对薪酬的满意、心理比较与心理折扣等心理感知层面的研究,延伸出公平理论、前景理论、自我决定理论等。最近的薪酬研究开始趋向于经济薪酬的价值内涵、薪酬价值认知等薪酬价值层面的研究,直接的员工薪酬价值观研究开始出现。但是,员工薪酬价值观的研究仍然不够系统化,如何科学测量与评价员工薪酬价值观仍然是需要进一步研究的课题。本文从价值观层面出发,以员工薪酬价值观量表开发为目标,首先通过文献研究初步定义员工薪酬价值观,然后通过深度访谈获得员工薪酬价值观量表初始题项,再利用探索性因子分析方法对量表题项进行反复检验形成最终量表,并利用验证性因子分析对量表的信度和效度进行进一步确认,形成可靠的测量员工薪酬价值观的量表。最后,通过实证的研究方法对123名员工发放测量问卷检验员工薪酬价值观与员工角色内绩效和角色外绩效之间的关系对员工薪酬价值观量表的有效性进行效标效度验证,得到如下研究结论:第一,界定员工薪酬价值观的定义。即员工薪酬价值观是以员工为薪酬价值认知主体,以员工自我的价值标准,对组织给自己薪酬的个人价值彰显、人际尊严感知、动态平衡实现、薪酬规范程度、生活功能满足、内部公平体现的重要性与一致性进行判断,而得到的组织薪酬与员工价值对等程度的价值评价结论。第二,员工薪酬价值观是一个二阶六因子模型,由六个维度构成,这六个维度分别为个人价值彰显、人际尊严感知、动态平衡实现、薪酬规范程度、生活功能满足、内部公平体现。第三,员工薪酬价值观量表由21个题项构成,内部一致性Cronbach’sα系数为0.897,各模型拟合指标达到临界值标准,模型拟合良好,同时具有良好的区分效度、汇聚效度和效标效度。
[Abstract]:In the typical Chinese interpersonal and cultural system characterized by "face", compensation is formally a "currency symbol", but in essence, it is whether the salary can manifest its own value, dignity and face, and determine the evaluation and attitude of the employees to the organization. This characteristic is more and more obvious and important in the era of value management of personality and value. Therefore, the research of salary theory also starts from the early minimum wage theory, wage fund theory, and so on. The research on the theory of wage difference has turned to the research of employees' satisfaction with salary, psychological comparison and psychological discount and so on, extending the theory of fairness, the theory of prospect, and so on. The recent research on salary tends to the value connotation of economic compensation, the research of compensation value level such as salary value cognition, and the direct research on employee compensation value. However, The research on employee compensation values is still not systematic enough. How to measure and evaluate employee compensation values scientifically is still a subject that needs further study. This paper aims at the development of employee compensation value scale from the perspective of values. First of all, we define the salary values of employees through literature research, then get the initial items of employee compensation value scale through in-depth interviews, and then use exploratory factor analysis method to repeatedly test the items of the scale to form the final scale. The reliability and validity of the scale are further confirmed by confirmatory factor analysis to form a reliable scale for measuring employees' salary values. Finally, An empirical study was conducted to examine the relationship between employees' compensation values and employees' performance within and outside the roles of 123 employees. The validity of the scale was verified by the validity of the scale. The main conclusions are as follows: first, the definition of employee compensation value is defined, that is, employee compensation value is the cognitive subject of salary value. Human dignity perception, the realization of dynamic balance, the standard degree of compensation, the satisfaction of life function, the importance and consistency of internal fairness, and the value evaluation conclusion of the equal degree of organizational compensation and employee value. Second, Employee compensation value is a second-order six-factor model, which consists of six dimensions. The six dimensions are personal value demonstration, interpersonal dignity perception, dynamic balance realization, salary standard degree, life function satisfaction, etc. Third, the employee compensation value scale is composed of 21 items, the internal consistency Cronbach's 伪 coefficient is 0.897. each model fitting index reaches the critical value standard, the model fit well, at the same time, it has good distinguishing validity. Aggregation validity and standard validity.
【学位授予单位】：兰州大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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