内部人身份认知中介下员工内、外在报酬满意度对离职倾向影响研究

发布时间：2018-09-12 15:48

【摘要】：随着经济的发展与体制改革的深入,非国有企业在发展国民经济、增加税收、解决就业等方面无疑起着举足轻重的作用。然而,近三年的《离职与调薪调研报告》[1]的结果却为所有非国有企业敲响了一个警钟:员工平均离职率呈逐年上升的趋势(非国有企业的员工离职率更是达到20%以上),与此同时,企业调薪趋于保守,调薪幅度逐年下降并维持弱势。更值得关注的是“工作与生活不平衡”、“对目前工作不满”等此类内在报酬满意度低逐渐成为员工主动离职重要原因。以上调研结果说明了一个问题:非国有企业员工离职率居高不下,让企业在当前经济形势下大幅调薪(增加外在报酬)以降低员工离职率既不现实也不一定管用。因此,找到真正有效的薪酬管理模式,为我省非国有企业在不大幅改变人工成本的前提下有效降低员工离职倾向提供理论指导,帮助我省非国有企业减少人才流失成本,促进企业健康发展具有重要的理论意义和实践应用价值。本研究在文献分析与问卷调查等研究方法的基础上,试图探究内、外在报酬满意度与离职倾向之间的关系,同时引入内部人身份认知,提出“内、外在报酬满意度—内部人身份认知—离职倾向”的研究思路。本文以山西非国有企业员工为研究对象,共发放问卷600份,有效问卷468份,采用统计学软件SPSS21.0与AMOS21.0对所收集的数据进行分析,并对所提出的假设进行检验,实证分析主要结果如下:(1)员工内、外在报酬满意度对离职倾向有负向显著影响并且内在报酬满意度比外在报酬满意度对离职倾向的影响更大;(2)员工内、外在报酬满意度对内部人身份认知有正向显著影响并且内在报酬满意度比外在报酬满意度对内部人身份认知的影响更大;(3)员工内部人身份认知对离职倾向有负向显著影响;(4)内部人身份认知在内、外在报酬满意度与离职倾向之间发挥中介作用。在实证分析的基础上,本文为山西非国有企业改进薪酬管理方法、提升人力资源管理效率,降低员工离职倾向提出了对策性建议。本文的创新之处在于:首先,本文通过实证的方式将内、外在报酬满意度对离职倾向的作用大小进行了对比,并在此基础上为我省非国有企业提出对策建议,相较以往关于薪酬满意度对离职倾向的研究更加细致深入,也使得研究更有价值和意义。此外,引入内部人身份认知作为中介变量。一方面,更加透彻的阐释了内、外在报酬满意度对离职倾向的作用机制;另一方面,丰富了内部人身份认知的前因变量和结果变量的研究。
[Abstract]:With the development of economy and the deepening of system reform, non-state-owned enterprises undoubtedly play an important role in developing national economy, increasing tax revenue, solving employment and so on. However, The results of the recent three years' report on turnover and salary Adjustment [1] have sounded a wake-up call for all non-state-owned enterprises: the average turnover rate of employees is on the rise year by year (the turnover rate of employees in non-state-owned enterprises is more than 20%), and at the same time, The enterprise adjusts the salary to tend to be conservative, adjusts the salary range to drop year by year and maintains the weakness. It is more important to pay attention to the imbalance between work and life, and the low satisfaction of internal pay such as "dissatisfaction with present work" has gradually become an important reason for employees to leave their jobs voluntarily. The findings point to a problem: it is neither realistic nor necessarily useful for companies to sharply adjust pay (increase external pay) in the current economic climate in order to reduce employee turnover rates, which remain high in non-state-owned enterprises. Therefore, to find a real and effective salary management model, to provide theoretical guidance for the non-state-owned enterprises in our province to effectively reduce the turnover tendency of employees without substantially changing the labor cost, and to help the non-state-owned enterprises in our province to reduce the cost of brain drain. Promoting the healthy development of enterprises has important theoretical significance and practical application value. On the basis of literature analysis and questionnaire survey, this study attempts to explore the relationship between internal and external reward satisfaction and turnover intention. External reward satisfaction-Insider identity Cognition-turnover intention. In this paper, a total of 600 questionnaires and 468 valid questionnaires were sent out to employees of non-state-owned enterprises in Shanxi Province. The collected data were analyzed by statistical software SPSS21.0 and AMOS21.0, and the hypotheses were tested. The main results of the empirical analysis are as follows: (1) the external compensation satisfaction has a negative and significant impact on turnover intention and the internal compensation satisfaction has a greater impact on turnover intention than the external compensation satisfaction; (2) within the staff, The external compensation satisfaction has a positive and significant effect on the identity cognition of the insiders and the internal compensation satisfaction has a greater impact on the internal identity cognition than the external compensation satisfaction. (3) the employee's insiders' identity cognition has a negative effect on the turnover intention. (4) Insider identity cognition, External compensation satisfaction and turnover intention play an intermediary role. On the basis of the empirical analysis, this paper puts forward some countermeasures for Shanxi non-state-owned enterprises to improve the salary management method, improve the efficiency of human resource management and reduce the turnover tendency of employees. The innovation of this paper lies in: first of all, this paper compares the effect of internal and external reward satisfaction on turnover intention through empirical method, and on this basis puts forward countermeasures and suggestions for non-state-owned enterprises in our province. Compared with the previous studies on pay satisfaction on turnover intention, the study is more valuable and meaningful. In addition, the identity cognition of insiders is introduced as an intermediary variable. On the one hand, it explains the mechanism of internal and external reward satisfaction on turnover intention more thoroughly; on the other hand, it enriches the research on the antecedents and outcome variables of insider identity cognition.
【学位授予单位】：山西财经大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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