作　　者： ; ; ;

机构地区： 北京师范大学管理学院

出　　处： 《经济管理》 2009年第9期93-99,共7页

摘　　要： 本文通过对2426份有效问卷进行验证性因素分析,结果表明,我国企业员工的薪酬满意度由薪酬管理、薪酬水平、加薪、福利4个维度构成。本文还进行了方差分析和多重比较。结果表明,企业性质和规模,以及员工性别、年龄和工龄、学历、职位对其薪酬满意度有不同影响,表现出不同特征。而结构方程分析结果显示,薪酬满意度通过情感承诺完全中介作用,间接降低员工离职意向,间接提高员工任务绩效。 The survey data were from 2426 questionnaires of 159 companies of different districts in China. The results of CFA （confirmatory factor analysis） showed that Chinese employee＇s pay satisfaction was composed of four factors： pay system and management satisfaction, pay level satisfaction, add pay satisfaction, and benefits satisfaction. The results of ANOVA （analysis of variance） and multiple comparisons showed that enterprise nature and scale, employee＇s sex, age and length of service, education, and position had significant effectiveness on their pay satisfaction. The results of SEM （structural equation model） showed that emotional commitment was the total mediator between pay satisfaction and turnover intention or task performance.

关 键 词： 薪酬满意度 情感承诺 离职意向 任务绩效

领　　域： [经济管理] [经济管理]