绩效薪酬感和自我效能感对薪酬满意的影响

本研究就薪酬满意的结构这个具有争议的问题以及个体差异与薪酬满意的关系进行了考察,尝试探讨绩效薪酬感知、自我效能感对薪酬满意的影响。研究以浙江省东部地区机关和事业单位的256名科技人员为样本。因素分析发现机关和事业单位科技人员的薪酬满意是一个多维结构的构思,包括薪酬水平满意、福利满意、增薪机制满意和薪酬管理满意四个维度;多层分步回归分析结果表明绩效薪酬感知对薪酬满意有显著作用,科技人员的自我效能感在这种作用关系中有缓冲效应,研究结论表明绩效工资制度并不一定带来高水平的薪酬满意水平,科技人员的个体差异对薪酬满意有不可忽视的影响作用。讨论和结论部分给出了研究的局限性和未来研究展望。

The Effects of Perception of Pay-For-Performance and Self Efficacy on Pay Satisfaction

This study intends to investigate the controversial issue-the structure of pay satisfaction and the relationship between individual difference and pay satisfaction, and illustrate what role the pay-for-perform- ance perception and self-efficacy play on pay satisfaction. This study was conducted with 256 science and technology personnel from the east region of Zhe- jiang province. As expected, the results indicated a significant relationship between pay-for-performance and pay satisfaction and a moderating effect of selfefficacy on the relationship. Specifically, the factor analysis showed that the pay satisfaction of science and technology personnel in Chinese pay practice is a multidimensional construct, including four pay satis- faction factors： pay level satisfaction, and benefitslevel satisfaction, pay increasing mechanism satisfaction and pay management satisfaction. Results of the hierarchical regression manifest that the perception of pay-for-performance of science and technology personnel has a positive impact on pay satisfaction, and the self efficacy has a moderating effect on the rela- tions between perception of pay-for-performance and pay satisfaction, that is, at the same level of perception of pay-for-performance, the individuals with high level of self efficacy experience higher level of pay satisfaction than individuals with low level of self efficacy. The implications and limitations of the study and future research are also presented.