经济问题
經濟問題
경제문제
ECONOMIC PROBLEMS
2015年
5期
73-78
,共6页
非国有企业%总体报酬%要求-能力匹配%工作满意度
非國有企業%總體報酬%要求-能力匹配%工作滿意度
비국유기업%총체보수%요구-능력필배%공작만의도
non-state-owned enterprise%total rewards%demands-abilities fit%job satisfaction
基于总体报酬理论和人—组织匹配理论，探讨了非国有企业员工工作满意度的影响因子，以及要求—能力匹配在总体报酬各要素与工作满意度关系中的调节作用。通过对中部五省非国有企业员工的调查数据统计分析，发现非国有企业总体报酬包括薪酬、福利、职业发展、绩效认可与工作环境五个维度，它们对工作满意度的影响存在差异；要求—能力匹配对工作满意度有显著正向影响，并在总体报酬对工作满意度产生影响时起到调节作用，即企业的要求—能力匹配度越低，总体报酬中绩效认可、职业发展和薪酬三个维度对工作满意度的影响越大，而福利对工作满意度的影响越小。
基于總體報酬理論和人—組織匹配理論，探討瞭非國有企業員工工作滿意度的影響因子，以及要求—能力匹配在總體報酬各要素與工作滿意度關繫中的調節作用。通過對中部五省非國有企業員工的調查數據統計分析，髮現非國有企業總體報酬包括薪酬、福利、職業髮展、績效認可與工作環境五箇維度，它們對工作滿意度的影響存在差異；要求—能力匹配對工作滿意度有顯著正嚮影響，併在總體報酬對工作滿意度產生影響時起到調節作用，即企業的要求—能力匹配度越低，總體報酬中績效認可、職業髮展和薪酬三箇維度對工作滿意度的影響越大，而福利對工作滿意度的影響越小。
기우총체보수이론화인—조직필배이론，탐토료비국유기업원공공작만의도적영향인자，이급요구—능력필배재총체보수각요소여공작만의도관계중적조절작용。통과대중부오성비국유기업원공적조사수거통계분석，발현비국유기업총체보수포괄신수、복리、직업발전、적효인가여공작배경오개유도，타문대공작만의도적영향존재차이；요구—능력필배대공작만의도유현저정향영향，병재총체보수대공작만의도산생영향시기도조절작용，즉기업적요구—능력필배도월저，총체보수중적효인가、직업발전화신수삼개유도대공작만의도적영향월대，이복리대공작만의도적영향월소。
Based on the total rewards theory and the person-organization fit theory, the paper empirically ex-amines the influence factors of employee’ s job satisfaction and the moderating effect of demands-abilities fit on the relationship between total rewards and employee’ s job satisfaction in non-state-owned enterprises.Survey data are conducted to analyze non-state-owned enterprises in five provinces in Central China and found that total re-wards include five dimensions of the pay,benefits,career development, performance and recognition, work environ-ment,and degree of each dimension effect on employee job satisfaction is different,demands-abilities fit is posi-tively related to employee job satisfaction, and moderates the relationship between total rewards and employee job satisfaction,that is,the relationships of career development and employee job satisfaction,of performance and recog-nition and employee job satisfaction,and of pay and employee job satisfaction,are weaker for high demands-abili-ties fit than for low demands-abilities fit,but the relationship is stronger between benefits and employee job satis-faction.
