CAJ | 학술논문

依据何种因素拉开员工的薪酬差距是管理实践和研究中的经典问题。结合研发工作复杂性和依赖性强、结果时滞性强、环境不确定强的特点，以及国有研发机构的干部人事制度强调技能的实情，采用客观记录、上级评价、员工报告的多源数据，检验了薪酬差距的绩效依据、技能依据对横向薪酬差距与薪酬满意度关系的调节效应。研究发现：在项目负责人和技术骨干样本中，薪酬与绩效的相关程度越强，横向薪酬差距大小与薪酬满意度之间的负相关关系就越强；薪酬差距基于技能的程度越高，横向薪酬差距大小与薪酬满意度之间的负相关关系就越弱。研究结果支持对研发人员实施技能工资。
의거하충인소랍개원공적신수차거시관리실천화연구중적경전문제。결합연발공작복잡성화의뢰성강、결과시체성강、배경불학정강적특점，이급국유연발궤구적간부인사제도강조기능적실정，채용객관기록、상급평개、원공보고적다원수거，검험료신수차거적적효의거、기능의거대횡향신수차거여신수만의도관계적조절효응。연구발현：재항목부책인화기술골간양본중，신수여적효적상관정도월강，횡향신수차거대소여신수만의도지간적부상관관계취월강；신수차거기우기능적정도월고，횡향신수차거대소여신수만의도지간적부상관관계취월약。연구결과지지대연발인원실시기능공자。
Which factors broaden the pay gap of employees？ It has been a subject for debate both in management practice and research. Combining characteristics of high complexity, dependence, time lag of results, environmental uneertainty, and actual circumstances of the human resources management （HRM） mode in state - owned R＆D institutions, this paper tests the moderating effect of pay dispersion based on therelationship between performance reasons, technicalreasons versus horizontal pay dispersion, and pay satisfaction by using multi -dada source such as objective recording, higher evaluation and employee reporting etc. The results show that in the samples of project leaders and technical backbone, the more the relevance with performance, the stronger the negative relationship between pay dispersion and pay satisfaction; the more the relevance with skill, the weaker the negative relationship between pay dispersion and pay satisfaction. The results support skill -based compensation for R＆D personnel.