摘要：本文的研究目的是探究薪酬公平感知与员工敬业度两者之间的关系，以期找到提高薪酬公平感知与员工敬业度的方法。本研究通过对薪酬、公平感知及员工敬业度的概念进行分析，预测了薪酬公平感知与员工敬业度之间的关系，提出了薪酬公平感知与员工敬业度两者之间关系的假设。运用李克特量表进行问卷设计并发放，获得原始调查数据后，用SPSS软件进行数据分析。分析结果显示，薪酬公平感知与员工敬业度之间存在显著的相关性，且薪酬公平感知对员工的敬业度有正向预测作用。最后，根据研究内容及结论，分别提出了提高薪酬公平感知与员工敬业度的建议，为企业的薪酬管理提供借鉴。

关键词：薪酬公平感知；员工敬业度；工作积极性；程度

Research on the relationship between pay equity perception and employee engagement

Abstract：The purpose of this study is to explore the relationship between pay equity perception and employee engagement, in order to find ways to improve the remuneration fair perception and employee engagement. Based on the analysis of compensation, perceived justice and employee engagement concept, and to predict the relationship between perceived compensation equity and employee engagement, put forward the relationship between pay equity perception and employee engagement of both hypotheses. Using the Likert scale designing the questionnaire and  distributing, to obtain the original survey data, the data was analyzed by SPSS software. The analysis results show that there is a significant correlation between pay equity perception and employee engagement, and compensation Fairness perception has a positive predictive effect on employee engagement. Finally, according to the research content and conclusions, suggestions are put forward to improve pay  equity perception and employee engagement.

Key words: salary equity perception; employee engagement; job motivation; degree

目录

1引言 1

1.1研究问题的提出 1

1.2研究意义 1

2薪酬、公平感知与员工敬业度关系 2

2.1薪酬与公平感知 2

2.1.1薪酬的定义 2

2.1.2薪酬的公平感知 3

2.1.3薪酬公平感知的维度划分 3

2.2员工敬业度 4

2.2.1员工敬业度的概念界定 4

2.3薪酬公平感知与员工敬业度的关系 6

3问卷调查与数据分析 7

3.1研究设计 7

3.1.1研究方法 7

3.1.2量表说明 7

3.2数据分析 8

3.2.1调查样本分析 8

3.2.2研究工具 9

3.2.3研究工具的信度分析 9

3.3描述性统计分析 10

3.4员工基本情况变量分析 10

3.4.1教育程度对员工敬业度的差异性分析 10

3.4.2工作年限对薪酬公平感知的差异性分析 11

3.4.3职位层次对薪酬公平感知的差异性分析 12

3.5薪酬公平感知与员工敬业度相关分析