我国期刊单位采编人员薪酬激励机制研究

发布时间：2019-03-17 13:59

【摘要】：随着全球行业人才竞争的日趋激烈,期刊的人才争夺也开始进入白热化阶段。越来越多的期刊单位开始意识到人员激励的重要性,尤其是对创造核心价值的采编人员的薪酬激励措施愈加受关注。多年来,我国期刊单位在旧的薪酬分配制度的影响下,逐渐暴露出了一些问题,人才流失、采编人员频繁跳槽等现象越演越烈,给期刊单位的发展道路带来了阻碍,十分不利于期刊产业化、国际化目标的实现,这是我国期刊单位今后发展不能忽视的一个重要问题。随着文化体制改革的不断深入,我国期刊单位正处于转企改制的重要过渡阶段,因此针对目前我国期刊单位采编人员薪酬激励不足所出现的问题,促使我们必须将薪酬激励作为一种重要的课题来研究。首先,本文以经典的激励理论、薪酬激励理论成果为理论基础,阐述了对采编人员薪酬激励机制的作用和意义。激励理论引用了需要层次理论、双因素理论、期望理论、公平理论；薪酬激励理论成果引用了绩效薪酬和宽带薪酬。其次,通过论述我国期刊单位的性质特点,针对采编人员薪酬激励不足所存在的一些普遍问题,本文从外在因素和内在因素两大方面分析问题的原因。外在因素：体制制约和人才竞争；内在因素：薪酬战略与整体战略脱节、薪酬等级与行政级别相匹配、薪酬水平缺乏竞争性、绩效考核制度不科学、非物质薪酬缺乏、采编人员道德素养参差不齐。此外,本文还对国外期刊单位的性质特点和关于薪酬激励措施的一些先进经验进行了研究,如,高薪金吸引人才、考核不与工资挂钩、重视期刊人才培养,加强员工培训等。最后,本文从薪酬战略、薪酬结构、薪酬水平、薪酬形式以及采编从业人员道德素养等方面,对我国期刊单位采编人员薪酬激励机制提出了五点科学合理的对策与建议：薪酬激励策略与整体战略挂钩、建立激励型薪酬结构、提高薪酬水平的外部竞争性和内部公平性、建立灵活多元的非物质薪酬形式、加强采编人员职业道德建设。本文提出的薪酬激励机制五点建议,是基于我国文化体制改革的大背景、大目标下,针对目前采编人员薪酬激励不足存在的普遍问题所提出的,希望本文的研究成果能够在一定程度上力求改善目前采编人员的薪酬激励现状。
[Abstract]:With the increasingly fierce competition for talented people in the global industry, the talent competition for periodicals has also begun to enter the white-hot stage. More and more periodical units begin to realize the importance of staff motivation, especially pay incentive measures for those who create core value. Over the years, under the influence of the old salary distribution system, the periodical units in our country have gradually exposed some problems, such as the brain drain, the frequent job-hopping of the purchasing and editing staff, and so on, which have brought obstacles to the development of the periodical units. It is not conducive to the realization of the industrialization and internationalization of periodicals, which is an important problem that can not be ignored in the future development of periodical units in our country. With the deepening of the reform of the cultural system, the periodical units in our country are in the important transition stage of transforming into enterprises. Therefore, in view of the problems existing in the insufficient salary incentive of the staff of the periodical units in our country at present, Prompting us to pay incentive as an important topic to study. First of all, based on the classical incentive theory and salary incentive theory, this paper expounds the role and significance of the compensation incentive mechanism for the purchasing and cataloguing personnel. The incentive theory refers to the hierarchy of needs theory, the two-factor theory, the expectation theory and the fair theory, and the achievement of the salary incentive theory refers to the performance compensation and the broadband salary. Secondly, by discussing the nature and characteristics of periodical units in our country, this paper analyzes the causes of the problems from two aspects: external factors and internal factors, aiming at some common problems existing in the insufficient salary incentive of the staff. External factors: system restriction and talent competition; Internal factors: pay strategy and the overall strategy disjointed, salary grade and administrative level matching, salary level lack of competitiveness, performance appraisal system is not scientific, non-material salary lack, the moral literacy of the staff is uneven. In addition, this paper also studies the nature and characteristics of foreign periodical units and some advanced experiences on salary incentive measures, such as attracting talents with high salary, not linking assessment with salary, attaching importance to the training of periodical talents, strengthening staff training, and so on. Finally, this article from the salary strategy, the salary structure, the salary level, the salary form and the staff moral accomplishment and so on, This paper puts forward five scientific and reasonable countermeasures and suggestions on the salary incentive mechanism of periodical staff in China: the salary incentive strategy is linked to the overall strategy, the incentive salary structure is set up, and the external competition and internal fairness of the salary level are improved. Set up flexible and pluralistic non-material salary form, strengthen the professional ethics construction of the collecting and cataloguing personnel. The five-point proposal of salary incentive mechanism proposed in this paper is based on the background of the reform of the cultural system in our country, and under the big goal, in view of the general problems existing in the insufficient salary incentive of the current purchasing and staffing personnel, It is hoped that the research results of this paper can improve the current status of salary incentive to a certain extent.
【学位授予单位】：首都经济贸易大学
【学位级别】：硕士
【学位授予年份】：2013
【分类号】：G231

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