应届毕业生薪酬期望的研究

发布时间：2018-03-21 06:25

本文选题：应届毕业生　切入点：期望薪酬的心理账户　出处：《南京师范大学》2015年硕士论文　论文类型：学位论文

【摘要】：本研究从心理账户角度出发,用实证的研究方法探索大学应届毕业生择业时期望薪酬的心理账户分类结构以及期望薪酬的激励作用,为企事业单位设计应届毕业新员工的薪酬项目和体系,以及福利管理提供合理的依据和有效的建议。研究分为调查和实验研究两个部分,其中调查研究主要采用访谈法、半开放问卷调查法得出常见的25项薪酬项目,选取201名应届毕业生作为被试,使用Q分类法令其将25项薪酬项目按照最重要到最不重要正态分布至七个等级。对得到的数据进行聚类分析,将25项薪酬项目聚为六大类,再对六类薪酬进行多维尺度分析,得到六类薪酬在二维空间的分布情况。经过讨论分析得出了应届毕业生2×2的期望薪酬心理账户结构,货币化程度和必要性是薪酬心理账户分类的两个维度。期望薪酬心理账户结构的研究结果为择业的应届毕业生根据期望对比不同单位薪酬的考量提供依据,同时也为校园招聘单位提供了针对应届生设计薪酬框架的建议。实验研究部分主要采用情境实验法,通过设置12种不同的情境来调查福利预期水平和形式对应届毕业生心理满意度的影响。对实验得到的521份数据运用多因素方差分析处理后,可以看到预期水平、实得福利类型、预期与实得类型的关系(是否一致)对心理满意度存在不同程度的交互影响。对研究结果分析可得出以下结论：福利发放时的激励效果,在实得价值高于预期时最好；当实得福利类型为现金时,预期类型为物品的心理满意度最高,激励效果最好。据此研究结果,建议企事业单位在进行福利发放时通过降低员工的心理预期,同时保持预期得到物品而实际得到现金来进行提高福利激励效果。
[Abstract]:From the perspective of psychological accounts, this study explores the psychological account classification structure of college graduates' expected salary while choosing a career and the incentive effect of the expected salary by using empirical research methods. It provides reasonable basis and effective suggestion for enterprises and institutions to design the salary items and system of new graduates, as well as welfare management. The research is divided into two parts: investigation and experimental research, in which the investigation and research mainly adopt the method of interview. A semi-open questionnaire survey method was used to find out 25 common salary items, 201 fresh graduates were selected as subjects, By using Q classification, 25 items of salary are distributed to seven grades according to the most important to the least important normal. The data obtained are clustered into six categories, and then the six types of salary are analyzed by multi-dimensional scale. The distribution of six kinds of compensation in two-dimensional space is obtained. The psychological account structure of expected salary of 2 脳 2 graduates is obtained through discussion and analysis. The degree and necessity of monetization are two dimensions of salary psychological account classification. At the same time, it also provides suggestions for the campus recruiters to design a salary framework for fresh graduates. The experimental research part mainly adopts the situational experiment method. By setting up 12 different situations to investigate the effect of the expected level and form of welfare on the psychological satisfaction of the new graduate, we can see the expected level and the actual welfare type of the 521 data obtained from the experiment by using multivariate ANOVA. The relationship between expectation and the type of real gain (whether or not consistent) has different degree of interaction effect on psychological satisfaction. The following conclusions can be drawn from the analysis of the research results: the incentive effect of benefits distribution is the best when the actual value of benefits is higher than expected; When the actual benefit type is cash, the expected type is the highest psychological satisfaction of goods and the best incentive effect. Based on the results of the study, it is suggested that enterprises and institutions should reduce the psychological expectation of employees when they are offering benefits. At the same time, keep the expected items while actually getting cash to improve welfare incentives.
【学位授予单位】：南京师范大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：B844.2

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