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|本期目录/Table of Contents|

 企业员工薪酬公平感实证分析(PDF)

《心理学探新》[ISSN:1003-5184/CN:36-1228/B]

期数:
 2008年28卷03期
页码:
 73
栏目:
 社会与人格心理学
出版日期:
 2008-09-01

文章信息/Info

Title:
 Compensation Equity of the Employees
作者:
 刘耀中 姜荣萍
 暨南大学　人力资源管理研究所，广州 510632
Author(s):
 Liu Yaozhong　Jiang Rongping
 Institute of Human Resource Management, Jinan University, Guangzhou 510632
关键词:
 薪酬公平感; 结构维度; 工作绩效; 组织承诺
Keywords:
 compensation equity;  structure dimensions;  performance;  organization commitment
分类号:
 B848
DOI:
 -
文献标识码:
 A
摘要:
 在预研究的基础上，自编《企业员工薪酬公平感问卷》并对810名企业员工施测。用探索性因素分析、验证性因素分析、多元逐步回归分析等统计方法探讨了员工薪酬公平感的结构维度及其与工作绩效、组织承诺的关系。研究表明，我国企业员工薪酬公平感是由分配结果公平感、程序执行公平感、领导评价公平感和信息提供公平感等四维度构成。领导评价公平感对工作绩效有显著预测作用；程序说明公平感、领导评价公平感和信息提供公平感对情感承诺具有显著预测作用
Abstract:
 Based on our preliminary research, we made out a questionnaire of compensation equity which finally was used to test a number of 810 people. By means of the Statistical methods of Exploratory factor analysis, confirmatory factor analysis and stepwise regression analysis, the structure dimensions of employees’ compensation equity and the relation between compensation equity and performance and organizational commitment were investigated in this study. The results showed that the employees’ compensation equity structure is a four-dimension model which include equity of allocation results, equity of procedural conduct, equity of leader evaluation and equity of offer information. The equity of leader evaluation has a significant predicative effect on the performance. The equities of procedural conduct, leader evaluation and offer information equity have a significant predicative effect on the affective commitment.

参考文献/References

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2Colquitt J A.On the dimensionality of organizational justice: A Construct validation of a measure.Journal of Applied Psychology,2001,86(3):386-400.
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备注/Memo

备注/Memo:
 基金项目：教育部人文社会科学项目（06JAXLX013），暨南大学“人才引进”社科类项目
更新日期/Last Update:  2009-01-16