薪酬公平性在跨国企业中的管理与挑战
摘 要
随着全球化进程加速，跨国企业在不同国家和地区运营时面临薪酬公平性管理的复杂挑战。本研究旨在探讨跨国企业薪酬公平性的管理实践及其面临的挑战，通过文献综述与案例分析相结合的方法，选取具有代表性的跨国企业进行深入剖析。研究发现，跨国企业在薪酬设定上需平衡全球一致性与本地适应性，既要遵循总部的薪酬体系框架，又要考虑东道国的法律法规、文化差异及劳动力市场状况。创新点在于构建了涵盖内部一致性、外部竞争性、个体公平性三个维度的薪酬公平性评价模型，并提出基于此模型的管理策略。主要贡献是为跨国企业提供了一套系统化的薪酬公平性管理工具，有助于提升员工满意度和组织绩效，同时为企业在全球化背景下实现可持续发展提供了理论支持和实践指导。研究表明，有效的薪酬公平性管理能够增强企业的凝聚力和竞争力，在多元文化环境中促进和谐劳动关系的建立。
关键词：薪酬公平性 全球化运营 内部一致性
Abstract
As the process of globalization accelerates, multinational corporations (MNCs) face complex challenges in managing compensation equity across different countries and regions. This study aims to explore the management practices and challenges associated with compensation equity in MNCs by combining a literature review with case analysis, focusing on representative multinational enterprises for an in-depth examination. The findings indicate that MNCs must balance global consistency with local adaptability in setting compensation, adhering to the headquarters’ compensation fr amework while considering host countries’ legal regulations, cultural differences, and labor market conditions. An innovative contribution of this research is the development of a compensation equity evaluation model encompassing three dimensions: internal consistency, external competitiveness, and individual fairness, along with management strategies based on this model. The primary contribution lies in providing MNCs with a systematic tool for managing compensation equity, which can enhance employee satisfaction and organizational performance, and offer theoretical support and practical guidance for sustainable development in a global context. The study demonstrates that effective management of compensation equity can strengthen corporate cohesion and competitiveness, fostering harmonious labor relations in multicultural environments.
Keywords: Pay Equity Global Operations Internal Consistency
目 录
一、引言 1
二、跨国企业薪酬公平性的理论基础 1
（一）薪酬公平性概念界定 1
（二）公平理论在跨国企业的应用 2
（三）文化差异对薪酬公平的影响 2
三、跨国企业薪酬体系的设计挑战 3
（一）不同国家的法律规制 3
（二）地区经济水平的差异 3
（三）员工期望与实际薪酬差距 4
四、跨国企业薪酬管理的实践策略 4
（一）内部一致性与外部竞争性 4
（二）薪酬透明度的管理措施 5
（三）激励机制与绩效挂钩方式 5
五、跨国企业薪酬公平性的评估与改进 6
（一）公平性评估指标体系构建 6
（二）员工满意度调查与反馈 6
（三）持续改进的长效机制 7
六、结论 7
致 谢 8
参考文献 9
摘 要
随着全球化进程加速，跨国企业在不同国家和地区运营时面临薪酬公平性管理的复杂挑战。本研究旨在探讨跨国企业薪酬公平性的管理实践及其面临的挑战，通过文献综述与案例分析相结合的方法，选取具有代表性的跨国企业进行深入剖析。研究发现，跨国企业在薪酬设定上需平衡全球一致性与本地适应性，既要遵循总部的薪酬体系框架，又要考虑东道国的法律法规、文化差异及劳动力市场状况。创新点在于构建了涵盖内部一致性、外部竞争性、个体公平性三个维度的薪酬公平性评价模型，并提出基于此模型的管理策略。主要贡献是为跨国企业提供了一套系统化的薪酬公平性管理工具，有助于提升员工满意度和组织绩效，同时为企业在全球化背景下实现可持续发展提供了理论支持和实践指导。研究表明，有效的薪酬公平性管理能够增强企业的凝聚力和竞争力，在多元文化环境中促进和谐劳动关系的建立。
关键词：薪酬公平性 全球化运营 内部一致性
Abstract
As the process of globalization accelerates, multinational corporations (MNCs) face complex challenges in managing compensation equity across different countries and regions. This study aims to explore the management practices and challenges associated with compensation equity in MNCs by combining a literature review with case analysis, focusing on representative multinational enterprises for an in-depth examination. The findings indicate that MNCs must balance global consistency with local adaptability in setting compensation, adhering to the headquarters’ compensation fr amework while considering host countries’ legal regulations, cultural differences, and labor market conditions. An innovative contribution of this research is the development of a compensation equity evaluation model encompassing three dimensions: internal consistency, external competitiveness, and individual fairness, along with management strategies based on this model. The primary contribution lies in providing MNCs with a systematic tool for managing compensation equity, which can enhance employee satisfaction and organizational performance, and offer theoretical support and practical guidance for sustainable development in a global context. The study demonstrates that effective management of compensation equity can strengthen corporate cohesion and competitiveness, fostering harmonious labor relations in multicultural environments.
Keywords: Pay Equity Global Operations Internal Consistency
目 录
一、引言 1
二、跨国企业薪酬公平性的理论基础 1
（一）薪酬公平性概念界定 1
（二）公平理论在跨国企业的应用 2
（三）文化差异对薪酬公平的影响 2
三、跨国企业薪酬体系的设计挑战 3
（一）不同国家的法律规制 3
（二）地区经济水平的差异 3
（三）员工期望与实际薪酬差距 4
四、跨国企业薪酬管理的实践策略 4
（一）内部一致性与外部竞争性 4
（二）薪酬透明度的管理措施 5
（三）激励机制与绩效挂钩方式 5
五、跨国企业薪酬公平性的评估与改进 6
（一）公平性评估指标体系构建 6
（二）员工满意度调查与反馈 6
（三）持续改进的长效机制 7
六、结论 7
致 谢 8
参考文献 9
