员工薪酬满意度研究--以MS公司为例
汪方怀083025420 员工薪酬满意度研究一一以MS公司为例
中文摘要
城市管道燃气企业的发展动力之一就是善于吸引、留住人才，稳定、优化员工
队伍。现阶段，在吸引人才、稳定员工的诸多手段当中，薪酬无疑居于首要地位。
薪酬满意度始终影响着员工的态度、行为、工作绩效、归属感和流动率等。因此有
必要通过对燃气企业员工薪酬满意度的调查，了解员工薪酬状况和需求，以优化薪
酬制度及相应的文化，提高员工薪酬满意度，促进员工队伍的稳定与优化，进而提
高企业的市场竞争力和核心竞争力。同时，鉴于我国对该特定类型企业员工薪酬满
意度研究尚属空白，对薪酬满意度的研究也还不充分，通过此调研，可以发掘该类
企业员工薪酬满意度及其影响因素的个性特点，填补此前该类企业员工薪酬满意度
研究的空白，为薪酬满意度理论研究提供一些难得的有价值的鲜活资料。
本文在收集薪酬满意度及相关激励理论研究成果的基础上，选取MS管道燃气有限公司(以下简称MS公司)为调研基地，深入了解其人力资源及薪酬管理现状，着重关注影响薪酬满意度的相关变量，借鉴薪酬满意度量表(PSQ)及工作满意度量表(MSQ)，采用Likert5级量表，筛选评价指标，设计出合适的薪酬满意度调查问卷。以随机抽样方法向员工发放问卷350份，实际回收有效问卷305份。再对收集的数据进行信度与效度判断、分析，主要采用模糊综合评判法等对员工薪酬满意度进行了测评，分析员工薪酬总体满意度水平以及各分指标的满意度水平，并得出如下结论：员工对薪酬的总体满意度偏低；从职级来看，各级管理者的满意度较高，而技术人员、职员、一线工人较低；从分项来看，福利水平满意度最高，其次为绩效考核体系(奖金)，而工资水平满意度最低。同时，结合企业现行薪酬政策及其实施效果，揭示了影响员工薪酬满意度的主要因素，提出了以MS公司为标本的城市管道燃气企业提升员工薪酬满意度、优化薪酬策略的若干对策建议。
关键词：燃气企业薪酬满意度问卷调研薪酬策略
汪方怀083025420 员工薪酬满意度研究一以Ms公司为例
ABSTRACT
The deVelopment impems of a city pipeline gas ente印rise is the ability of attracting
and retaining talem as、vell as the stabilization aJld optimization of its workforce．No、
vadays，among seVeral methods of attracting and stabilizing employees，payment
undoubtedly has the first prio打哆Paymem satisf．action has always affected employees’attitudes，behaviors，perfomlance，belongingness，mobili钒etc．Therefore，it is necessaly to
know about employees’payment status and demalld throu曲 a su】Wey about paymem satisfaction in the pipeline gas enterprise so as to optimize the institution of payment and corresponding culture，to improVe the employees’payment satisfaction，to promote me stabili哆and optimization of、№rkforce，a11d t11en improVe the m矧(et competitiVeness and core competitiVeness of the ente印rise．Meanwhile，considering that there is a gap in the research of employees’payment satisfaction in specific type of ente印订se and me research of paymem satisfaction is also not adequate，t11rough this suⅣey and research，it is accessible to look into the feanlres of this够pe of enterprise，filling the gap of payment
satisf．action research in such type of ente印rise and proViding some Valuable firsthand material in the theatrical research of payment satisfaction．
In tllis p印er，based on the collection of former research result on payment satisf-action and corresponding incentiVe theo吼MS pipeline gas LTD(hereinafter referred to as the MS Company)is selected as the survey obj ect and its status of human resource aIld
雄．ecting paymem management are investigated withⅥ，hich the releV锄t Variables
payment satisf．action are focus酣on．Refe盯ing to Payment Satisfaction QueStioIlnaire(PSQ)and Minnesota Satisfaction Questionnaire(MSQ)，a 5一point Likert scale is adopted aJld then a payment satisf犯tion questio肌aire is designed with the eVolution indicator being siRed．350 pieces of questiomlaire are handed out to employees by means of random sampling with 3 05 Valid pieces being recoVered．Later on，the validity aIld reliaMlity of the collected data 2ure evaluated a11d analyzed with the Fuzzy ComprehensiVe EValuation method being maimy adopted and the employees’payment
4
汪方怀083025420 员工薪酬满意度研究一以MS公司为例satisfaction leVel aJld me satisfaction leVel of eVery sub—indicators are analyzed，drawing the conclusion：t11e oVeraU payment satisfaction of employees is relatiVely 10w；aS f．ar as me classes of position are concemed，managers at eVery raIlk haVe high satisfaction、vhile technicians，clerks，f．ront—line workers has lower satisf．action；as far aS me items are concemed，welf打e satisfaction has the hi曲est leVel，second to which is the perfomlance aSsessment syStem(bonus)，and the salary satisfaction has the lo、№st1evel．Meantime，aSsociated with the current paymem policy and its ea’ect of implementation，the primary factor wllich afrects employees’payment satisf．action is reVealed and the some remedy proposal based on the MS Company is of．fered，by、Vhich a city pipeline gas entelprise can improVe its employees’payment satisfaction and optimize its paymem strategies．
Key W6rds：Pipeline gas ente印rise Payment satisf．aCtion QueStiomlaire survey a11d research Payment strategy
汪方怀083025420 员工薪酬满意度研究一以MS公司为例
图表目录
表3．1近三年收入和净利润增长比较表．．20图4．1样本年龄分布．．26
图4．2样本学历分析26
图4．3样本职级分布．．27图4．4样本司龄分布．．27表4．1薪酬政策认可程度．．28表4．2薪酬制度科学合理性28表4．3薪酬吸引力．．29表4．4薪酬激励性．．29表4．5薪酬完善性．．29表4．6薪酬执行力度30表4．7薪酬执行力度30表4．8薪酬分配理念3l 表4．9薪酬结构了解程度．．31表4．10薪酬总额组成部分．32表4．1l薪酬工资、奖金和福利比例．．32 表4．12薪酬整体合理性32表4．13薪酬结构的满意度．33表4．14薪酬工资、福利和奖金看法．．33表4．15工作年限对工资比例、福利比例和奖金比例看法的影响．．33 表4．16职级对工资比例、福利比例和奖金比例看法的影响34
表4．17员工最希望提高比例的薪酬项(总额不变条件下) 35表4．18员工最愿意降低比例以提高其他薪酬项的项目(总额不变条件下)．35表4．19工资水平、福利水平、年终奖金和年收入水平满意度．35表4．20职级对薪酬满意度的影响．36图4．5对目前工资水平满意度统计结果．．37