企业员工薪酬公平感实证分析

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，我国企业员工薪龇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。

Compensation Equity of the Employees

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.