【作者】 王磊；

【导师】 李文武；

【作者基本信息】 内蒙古财经学院 ， 企业管理， 2011， 硕士

【摘要】 随着知识经济时代的到来,竞争已经成为当今世界的主旋律。企业要想在竞争中取胜,企业中的资源要想得到合理的配置,或者说企业要创造、利用更多的知识并使其增值,最终都需要依靠知识的载体——知识型员工来实现。因此,知识型员工对于现代企业的产生和发展有着十分重要的影响。然而在企业中,知识型员工流失的现象比较普遍,他们常常因为对企业的某种不满而辞职,结果给企业带来严重的损失。那么造成知识型员工流失的原因是什么?这一问题已成为企业界关注的焦点。在影响员工离职的因素中,很多人都想到了薪酬,薪酬无疑是吸引员工、激励员工的一种途径,员工一旦对薪酬不满则会产生不良的工作反应、甚至离职。但对于知识型员工来说,他们在金钱等外在薪酬方面基本上得到了满足,这些几乎不再成为激励他们努力工作或者继续留在公司的主要因素。然而知识型员工在晋升机会、工作条件等内在薪酬方面是否得到了满足,以及内在薪酬满意度与其离职倾向之间究竟存在着怎样的关系,这是本文需要解决的问题。本论文以知识型员工为研究对象,通过实证方法对内在薪酬满意度与离职倾向的关系进行研究,并探讨内在薪酬满意度的三个维度:工作因素报酬满意度、个人发展报酬满意度、工作环境报酬满意度与离职倾向之间的关系。在研究中,通过问卷预调查与数据分析,对内在薪酬所包含的要素进行重新归类,并在此基础上进行正式调查,最终得到本文的研究结论。研究结论为:内在薪酬满意度对知识型员工的离职倾向有显著影响;工作因素报酬满意度和工作环境报酬满意度对知识型员工的离职倾向有显著影响,个人发展报酬满意度对知识型员工的离职倾向影响不显著;知识型员工的司龄在内在薪酬满意度方面以及离职倾向方面均有显著的差异;工作职位在内在薪酬满意度方面存在显著的差异,在离职倾向方面没有显著差异;知识型员工的教育程度和工作性质在这两方面均没有显著差异。本文的研究结论对企业的人力资源管理具有一定的指导意义,它可以使企业认识到内在薪酬对知识型员工离职倾向的重要影响,从而不断提高企业的内在薪酬管理水平,这对于降低知识型员工的离职倾向,留住优秀的知识型人才具有十分重要的意义。更多还原

【Abstract】 With the knowledge economy era, the competition has become the main theme of today’s world. If the enterprises want to win in the competition, allocate its rescorece in a resonalbe way, and use more knowledge to increase its value, finally, it needs rely on the knowledge Worker that means the carrier of knowledge. Therefore, knowledge Worker has an important impact to emergence and development of the modern enterprise. However, the phenomenon of knowledge workers leaving is more common in the enterprise. They often resign because of some dissatisfaction with the enterprise and end in causing great loss to enterprise. Then, what’s the reason of causing knowledge workers leaving? This issue has become the focus of the business community. In the factors that affect employee turnover, many people have thought of the pay. Salary is no doubt a way to attract employees and motivate staff. Once employees are not satisfied with the pay, will they have adverse reactions, or even leave. But for knowledge workers, they are basically satisfied with the external pay, scuh as money, these are almost no longer major factors to motivate them to work hard or continue remaining with the company. However, the problems that my thesis needs to be solved are, if the knowledge workers need for internal pay has been met, such as promotion opportunities and working conditions, and what is the relationship between workers satisfaction of internal pay and their turnover intention.The subject of this thesis is knowledge workers, the empirical method is adopted to study the relationship between the workers’internal pay satisfaction and their turnover intenion, and explore the relationship between the three dimensions of internal pay satisfaction and the workers’turnover tendency. The three dimensions are the satisfaction of pay from job factors, personal development and working conditions. In the study, pre-survey questionnaire and data analysis are used to re-classify the factors of internal pay and on this basis, the fomal questionnaire are used to get the conclusion. The conclusions are as follows: internal pay satisfaction has remarkable effect on turnover intention to the knowledge-type employees, and the pay satisfactions of job factors and working conditions influence the knowledge workers’turnonver intention obviously, but, Personal development pay satisfaction has no significant influence on leaving tendency. The work-years of knowledge-type employees has remarkable difference between internal pay satisfaction and leaving tendency, and Job position has notable differences in the inner pay satisfaction, but no notable in leaving tendency. As to the knowledge workers’education and the nature of work, there is no significant difference in the two aspects. The conclusions of this study can play some guidance roles to enterprises’human resource management, it can enable enterprises to realize the importance effect of the internal pay satisfaction on the knowledge workers’turnover intention, so as to continuously improve the level of the enterprise’s internal pay management, which will help enterprises decrease their turnover intention and finally retain outstanding knowledge talent.更多还原