基于员工心理账户的薪酬激励研究.pdfVIP

基于员工心理账户的薪酬激励研究 摘要 根据社会交换理论，企业是一个以利润为前进动力的机构，其期望用尽可能少的成本来赚取 最大的利润，因此企业期望员工发挥最大效能，制造尽可能多的剩余价值，从而猎取足够多的利 润维持企业运转。而员工作为“社会人”，则需要通过劳动来换取酬劳，从而维持基本的生活所 需。为了使员工制造更多的价值，企业提出了很多激励方式，薪酬激励则是最为常见和易于运用 的一种，相似于心理账户理论追求情感中意最大化，两者的结合是否能够为薪酬激励提供新的研 究方向和理论基础？ 本文通对心理账户与薪酬治理的相关理论结果和文献综述进行归纳和总结，研究其主要特 征，与薪酬激励相结合，并设置了三个情景试验，运用 SPSS21.0 软件对数据进行分析，得出了 以下结论： （1）奖励发放的预期参照点低于实际发放时，人们会感到更加“高兴”，当不能发放时，千 万不要给员工开“空头支票”。 （2）员工都具有损失规避心理，甚至会为了规避这种损失而提高其工作积极性。 （3）人们对于同等价值的福利之间会有不同的心理估价。 本论文只是从心理账户的相关理论和薪酬激励的相关理论进行结合和总结归纳，若能总结出 具体的规律图表则能使结果更加清楚明白。 关键词：心理账户 薪酬激励方式 薪酬激励 Abstract According to social exchange theory, enterprise is a profit-driven institutions, it wants to proceed with the least possible cost to earn maximum profits, companies want employees to maximize efficiency, create surplus value as much as possible, so as to generate enough profits to maintain business operations. And staff as the social, will require work in Exchange for payment, so as to maintain a basic living needs. In order to enable employees to create more value, enterprises put forward many incentives, incentive pay is one of the most common and easy to use, similar to the theory of psychological accounts seek to maximize emotional satisfaction, whether the combination of the two can provide incentive with the new research and theory? Paper pass on psychological account and pay management of related theory results and literature reviewed for antibody and summary, research its main features, and pay incentive phase combined, and set has three a stories experiment, using SPSS21.0 software on data for analysis, obtained has