摘 要
随着经济环境的快速变化和市场竞争的日益加剧，企业薪酬体系作为人力资源管理的核心组成部分，对员工工作压力的影响逐渐成为学术界和实践领域关注的重要议题本研究旨在探讨不同类型的薪酬体系设计如何影响员工的工作压力水平，并进一步分析其潜在机制基于社会交换理论和压力管理理论，采用定量研究方法，通过问卷调查收集了来自多个行业的523名员工的数据，并运用结构方程模型进行数据分析结果表明，固定薪酬为主的体系可能增加员工的外部压力感知，而绩效导向的薪酬体系则在一定程度上缓解了员工的内在焦虑感，但同时也可能引发过度竞争和心理负担此外，研究发现组织支持感在薪酬体系与员工工作压力的关系中起到部分中介作用，即较高的组织支持感能够缓冲薪酬体系带来的负面压力效应本研究的创新点在于首次系统地将组织支持感纳入薪酬体系与员工工作压力关系的研究框架，并从多维度解析了薪酬结构对员工心理健康的具体影响机制这一发现不仅丰富了薪酬管理与员工压力关系的理论研究，还为企业优化薪酬体系设计、提升员工福祉提供了实践指导最后，研究建议企业在制定薪酬政策时应综合考虑员工的心理需求和组织文化特征，以实现经济效益与员工健康的平衡发展
关键词：薪酬体系；员工工作压力；组织支持感；绩效导向；心理负担
Abstract
With the rapid changes in the economic environment and the intensifying market competition, the corporate compensation system, as a core component of human resource management, has increasingly become an important issue of concern in both academic and practical domains. This study aims to explore how different types of compensation system designs influence employees' work stress levels and further analyze their underlying mechanisms. Grounded in social exchange theory and stress management theory, a quantitative research approach was adopted, collecting data from 523 employees across multiple industries through a questionnaire survey, with structural equation modeling applied for data analysis. The results indicate that a fixed-compensation-dominated system may increase employees' perception of external pressure, whereas a performance-oriented compensation system alleviates intrinsic anxiety to some extent but may also lead to excessive competition and psychological burdens. Additionally, the study finds that perceived organizational support partially mediates the relationship between compensation systems and employees' work stress, meaning that higher levels of organizational support can buffer the negative stress effects induced by compensation systems. The innovation of this study lies in its systematic inclusion of organizational support in the research fr amework of the relationship between compensation systems and employees' work stress, providing a multidimensional analysis of the specific impact mechanisms of compensation structures on employees' mental health. This finding not only enriches the theoretical research on the relationship between compensation management and employee stress but also offers practical guidance for enterprises to optimize compensation system design and enhance employee well-being. Finally, the study suggests that enterprises should comprehensively consider employees' psychological needs and organizational cultural characteristics when formulating compensation policies to achieve balanced development between economic benefits and employee health.
Keywords: Compensation System; Employee Work Stress; Sense Of Organizational Support; Performance Orientation; Psychological Burden
目 录
1绪论 1
1.1企业薪酬体系与员工工作压力的研究背景 1
1.2研究意义 1
1.3国内外研究现状综述 1
1.4本文研究方法与技术路线 2
2薪酬体系构成对员工工作压力的作用机制 2
2.1薪酬水平与员工心理压力的关系 2
2.2薪酬公平性对工作压力的影响 3
2.3薪酬激励机制与员工压力感知 3
2.4薪酬结构设计的合理性分析 4
2.5薪酬透明度与员工信任感 4
3员工工作压力来源及薪酬因素的实证分析 5
3.1工作压力的主要来源概述 5
3.2薪酬满意度与工作压力的相关性 5
3.3不同薪酬模式下的压力表现差异 6
3.4薪酬调整对员工压力的缓解效果 6
3.5实证研究数据与结果分析 6
4优化薪酬体系以减轻员工工作压力的策略探讨 7
4.1构建科学合理的薪酬体系框架 7
4.2提升薪酬公平性以降低心理负担 7
4.3强化薪酬激励功能以改善压力状态 8
4.4推动薪酬透明化建设以增强信任感 8
4.5综合措施与实践案例分析 9
结论 10
参考文献 11
致 谢 12
