【作者】 常永亮；

【导师】 李金叶；

【作者基本信息】 新疆大学 ， 劳动经济学， 2007， 硕士

【摘要】 长期以来，薪酬问题始终是经济学界和管理学界关注的热点问题。从古典经济学到现代经济学，专家学者对薪酬问题的研究正逐步完善和系统。然而由于管理环境的复杂性和管理过程中管理者的不完全理性，致使薪酬管理中薪酬的激励效果不明显，员工的工作积极性无法充分调动起来。因此，本文针对以上现实，对民营企业薪酬的现状和问题进行研究，指出民营企业薪酬问题存在的主要是民营企业薪酬管理体制和相应的薪酬模式不具有激励性所。另外，本文有针对性地对民营企业薪酬进行构建，从而达到薪酬模式有效激励员工的目的。首先，本文通过实地发放调查问卷，对民营企业的薪酬管理现状进行了统计分析，得出我国民营企业薪酬管理过程中存在的主要问题，并对其原因和现有措施进行阐述，指出现行措施中存在的诸多局限性。其次，本文根据我国民营企业员工特点，对民营企业中各层次的员工薪酬模式进行回顾和疏理，并设计和构建了民营企业自助式整体薪酬模式。再次，本文对民营企业传统的薪酬模式和自助式薪酬模式进行了简单评价，指出了现有薪酬评价体系的局限性。同时在此基础上建立了评价民营企业薪酬模式激励效果的实证模型，即从企业绩效和员工满意度两个层面对民营企业薪酬激励效果的评价体系。最后，对新疆某代表性的民营企业薪酬沿革状况和现有自助式薪酬模式进行分析，并运用上述薪酬模式评价体系对这种模式进行了验证，结果表明自助式薪酬模式在激励员工工作积极性方面效果明显。更多还原

【Abstract】 For a long time, the pay issue has always been the economic and academic circles management a hot issue. From the classical economics of modern economics, experts and scholars to study the pay issue is gradually improving and systems. However, due to the complex regulatory environment and management process managers are not completely rational, resulting salary management incentive pay little effect; the staffs enthusiasm can not be fully mobilized. Therefore, this paper over reality that the private enterprise of the status and salary issues, private enterprises that pay problems are a major factor in the management of private enterprises pay system and the corresponding pay mode is not excited incentive induced. In addition, targeting the private enterprises pay for construction, so as to achieve an effective mode of incentive pays employees purposes.Firstly, the field is through a survey questionnaire sent to private enterprises pay management status of statistical analysis, China’s private enterprises reached pay management process, the main problem, and its causes and elaborate the existing measures, existing measures that exist in many limitations.Secondly, this paper is based on my private enterprise staff characteristics, Private enterprises of all levels of staff salaries model review and sifted, and to design and construct a self-help private enterprises pay the overall pattern.Again, this right of private enterprises in traditional patterns and pay self-help pay for a simple model evaluation, that the evaluation of the existing pays system limitations. At the same time, based on this evaluation model of private enterprises pay incentive effect of an empirical model. From the enterprise performance and employee satisfaction levels of private enterprises pay incentive effects of the evaluation system.Finally, a representative of Xinjiang private enterprises pay evolution of the situation and the existing self-help pay mode analysis and used the pay model evaluation system of this mode of verification, The results show a self-help pay model to motivate staff enthusiasm for work were effective.更多还原