【作者】 丁辉；

【导师】 朱月龙；

【作者基本信息】 苏州大学 ， 应用心理学， 2003， 硕士

【摘要】 薪资管理是企业管理的关键之一，在招聘、激励、挽留员工等方面扮演着重要的角色，是组织赢得竞争优势的核心。程序公平则是组织公平的两个组成部分之一，影响着员工对分配公平的关注程度，影响着员工的行为和产出。本研究将薪资管理和程序公平相结合，以228名员工为研究对象，探讨薪资程序公平与员工薪资满意度的关系，结果表明： 1、五个关键因素影响着员工的薪资程序公平，它们分别是：员工参与、领导行为、薪资准备、绩效评估、战略规章。 2、性别、年龄和学历不影响员工对五个关键因素的期望程度，但工作年限和企业上市影响期望程度。 3、员工对关键因素的期望程度与他们对企业实际运用状况的知觉之间存在差异，员工的期望程度高于他们对实际运用状况的知觉。 4、员工的薪资满意度与员工对除“薪资准备”之外的关键因素的期望程度负相关，与员工对企业实际运用情况的知觉正相关，与两者之间的差值正相关。 5、员工的经济收入状况是员工对企业实际运用状况的知觉与员工薪资满意度关系的缓冲变量。更多还原

【Abstract】 Pay management, which is the key issue of the enterprise management, plays a prominent role in recruiting, motivating and retaining employees and thus is central to building competitive advantage. Procedural fairness, which is one of two factors of the organizational fairness, has an influence on employees’ behaviors and outcomes and transfers employees’ attention on distributive fairness. With 228 employees, this research integrating pay management with procedural fairness discusses the relationship between pay procedural fairness and pay satisfaction. The results indicate:(1) Five key factors including employee participation, leader’s behavior, performance appraisal, pay preparation and strategy and regulation affect pay procedural fairness.(2) Gender, age and education don’t influence employee’s expectation of five key factors, but years of work and the corporation going public have an influence on them.(3) There has difference between employee’s expectation of five key factors and their perception of the use of these factors; employees’ expectation is higher than their perception.(4) Employee’s pay satisfaction is negatively correlative with employee’s expectation besides pay preparation, positively correlative with employee’s perception and the margin of expectation and perception.(5) Employee’s income alleviates the relationship between employee’s perception and their pay satisfaction.更多还原