摘要
尽管全面薪酬日益得到研究者与实践者的关注,但是组织全面薪酬激励的实际效果并不理想,已有理论和研究未能对员工面对组织全面薪酬激励的认知与反应提供充分的解释。基于认知失调理论、自我决定理论以及中国传统文化中的阴阳平衡思想,从被激励者心理平衡视角出发,采用解释性案例研究法,提炼全面薪酬平衡感知概念并构建概念模型,阐明员工全面薪酬平衡感知的内涵、特征及影响。研究表明:员工具有多元且追求平衡的需要,希望自己关心的各种需要能得到平衡满足,基于这种平衡满足需要,员工会对组织的全面薪酬激励形成全面薪酬平衡感知,即员工对自己所关心的各种需要被组织给予的全面薪酬同步协调满足的程度以及不同的需要满足之间互补替代关系的综合评价。当员工拥有较高全面薪酬平衡感知时,通常表现出积极的工作态度及行为,反之则比较消极。本研究深化了有关员工对全面薪酬激励认知与反应的理论探索,能够为组织有效激励员工提供新的思路。
The continuous and effective motivation for employees is one of the important management problems of organizations,and the concepts and ways of incentive has evolved from the traditional monetary wage to today’s total compensation.Modern organizations use total compensation in varying degrees to implement diversified incentive to employees,but the actual effect is not well.Although total compensation incentive has been paid more attention by researchers and practitioners,existing theories and researches have failed to provide sufficient explanations for employee’s cognition and response to it,and both theoretical research and management practice have neglected the problem of employee’s balanced perception for total compensation.Based on the theory of total compensation,cognitive dissonance theory,self-determination theory and the thought of Yin and Yang,in view of two typical phenomenons of total compensation incentive in organizations,from the perspective of individual psychological balance,establishes theoretical assumptions under case study,uses the method of explanatory case study,chooses cases based on theoretical sampling principle and replication logic,analyses three groups of cases contrastively,and obtains some useful research findings which can give stable and reasonable explanations for typical phenomenons.Based on research findings,proposes the conception of employee’s balanced perception for total compensation,constructs the conceptual model according to the four-dimensional structure of total compensation,and show the characteristics of employee’s balanced perception for total compensation and its important influence.Research shows that individual employee has all kinds of needs,and he or she also has the need for balanced satisfaction.Driven by this special need,employee will have the balanced perception for total compensation when facing total compensation incentive of organization.Employee’s balanced perception for total compensation is comprehensive evaluation for the degree that various needs individual care about are met synchronously and harmoniously by total compensation of organization and the complementary and succedaneous relationship among various needs’satisfaction.Employee’s balanced perception for total compensation may arise between any two or among more needs’satisfaction.If employee’s some kind of concerned need’s satisfaction is lower than individual’s lowest expectation,his or her balanced perception for total compensation is very low,and the concerned need’s satisfaction is hard to be made up or substituted.With the changes of organizational environment and employee’s cognition,individual’s balanced perception for total compensation will also change dynamically.As a result of the existence and function of balanced perception for total compensation,the employee whose some concerned needs have been met well may not necessarily work actively,while the employee whose some concerned needs haven’t been met well may not necessarily work negatively,and all depends on individual’s evaluation and perception for the degree that various concerned needs have been met harmoniously and the complementary and succedaneous relationship among various needs’satisfaction.Employee’s balanced perception for total compensation has positive influence on individual’s working attitude and behavior.Usually,when the balanced perception for total compensation is higher,individual shows more positive working attitude and behavior,otherwise,individual is more passive.The research provides a new perspective to explain the influence and mechanism of employee’s total compensation,expands the understanding of employee’s need for balanced satisfaction according to the cognitive dissonance theory and the thought of Yin and Yang,explains the coordination and complementarity among individual’s various needs’satisfaction,and reveals the individual’s process of psychological balance and its important influence under total compensation incentive.This article deepens the theoretical exploration on employee’s perception and response to total compensation incentive,and it is useful theoretical exploration and supplement for research on total compensation and employee’s motivation,meanwhile,it also provides new ideas for organizations to motivate employees effectively.
作者
董青
黄勇
DONG Qing;HUANG Yong(Business School,Northwest Normal University,Lanzhou,Gansu,730070,China)
出处
《经济管理》
CSSCI
北大核心
2021年第8期74-90,共17页
Business and Management Journal ( BMJ )
基金
国家自然科学基金地区基金项目“西部民族地区企业包容性氛围营造及其对员工绩效的影响机制研究——以甘肃省临夏回族自治州为例”(71662027)。
关键词
全面薪酬
全面薪酬平衡感知
平衡满足需要
互补替代
total compensation
balanced perception for total compensation
need for balanced satisfaction
complementation and substitution
作者简介
董青,男,副教授,管理学博士,研究方向是组织行为与人力资源管理,电子邮箱:dongqingdean@126.com;通讯作者:黄勇,男,副教授,管理学博士,研究方向是组织行为与人力资源管理,电子邮箱:hyong-319@163.com。
