全面薪酬满意度的分选效应研究

A Study on Sorting Effect of Total Reward Satisfaction

中文关键词:  全面薪酬满意度  分选效应  离职倾向  工作价值观  潜在剖面分析

英文关键词:total rewards satisfaction  sorting effect  turnover intention  work values  latent profile analysis

中文摘要:

      薪酬不仅具有激励效应,而且具有分选效应。基于316份有效样本的数据分析,发现全面薪酬满意度存在三个不同的员工子群体,即较不满意组、基本满意组和较满意组,且不同子群体的全面薪酬满意度对离职倾向的影响不同,从而基于个体差异视角揭示了全面薪酬满意度的分选效应。具体而言:在较不满意组,福利满意度、工作生活平衡满意度和绩效与认可满意度对离职倾向呈显著负向影响；在基本满意组,薪酬满意度、绩效与认可满意度和职业发展机会满意度对离职倾向呈显著负向影响；在较满意组,职业发展机会满意度对离职倾向呈显著负向影响。此外,工作价值观的个体差异可以部分解释全面薪酬满意度对离职倾向的不同影响。因此,在管理实践中,企业应针对不同的员工子群体定制差别化的全面薪酬体系,从而有助于企业形成稳定高效的员工队伍。

英文摘要:

      Reward not only has the incentive effect but also has the sorting effect. Based on the data analysis of 316 valid samples, it is found that there are three different subgroups of employees in the total reward satisfaction, i.e. less satisfied group, basically satisfied group and more satisfied group. Different subgroups of total reward satisfaction have different impacts on turnover intention and this reveals the sorting effect of total reward satisfaction from the perspective of individual differences. Specifically speaking, in less satisfied group, benefit satisfaction, work and life balance satisfaction, performance and recognition satisfaction have a significantly negative impact on turnover intention. In basically satisfied group, salary satisfaction, performance and recognition satisfaction and career development opportunity satisfaction have a significantly negative impact on turnover intention. In more satisfied group, career development opportunity satisfaction has a significantly negative impact on turnover intention. Moreover, individual differences in work values can partly explain the different influences of total reward satisfaction on turnover intention. Therefore, in management practice, enterprises should customize the differentiated total rewards system for different employee subgroups so as to help enterprises form a stable and efficient staff team. 