摘 要
薪酬激励作为组织管理中的核心工具之一，对提升员工工作绩效具有重要意义。本研究基于现代激励理论与绩效管理理论，探讨了薪酬激励机制对员工工作绩效的影响路径及其作用效果。研究选取某地区15家企业的687名员工为样本，通过问卷调查收集数据，并运用结构方程模型（SEM）进行实证分析。结果表明，薪酬激励对员工工作绩效存在显著正向影响，且这种影响受到员工满意度和组织承诺的中介作用调节。进一步分析发现，不同类型的薪酬激励（如固定薪酬与浮动薪酬）对员工绩效的作用机制存在差异，其中浮动薪酬的激励效应更为显著。此外，研究还揭示了个体特征（如年龄、工龄）在薪酬激励与绩效关系中的调节作用。本研究的创新点在于同时考察了薪酬激励的直接效应与间接效应，并引入多重中介变量以深化对激励机制的理解。研究不仅丰富了薪酬激励与员工绩效领域的理论框架，还为企业优化薪酬体系设计提供了实践指导，强调了差异化薪酬策略的重要性。这一成果对于推动组织效能提升及人力资源管理实践具有重要参考价值。
关键词：薪酬激励；员工工作绩效；结构方程模型；中介效应；差异化薪酬策略
Abstract
Compensation incentives, as one of the core tools in organizational management, play a significant role in enhancing employee job performance. Based on modern motivation theory and performance management theory, this study investigates the influence pathways and effects of compensation incentive mechanisms on employee job performance. A sample of 687 employees from 15 companies in a specific region was selected, and data were collected through questionnaire surveys. Structural equation modeling (SEM) was employed for empirical analysis. The results indicate that compensation incentives have a significantly positive impact on employee job performance, which is moderated by the mediating roles of employee satisfaction and organizational commitment. Further analysis reveals that different types of compensation incentives, such as fixed and variable pay, exert varying effects on employee performance, with variable pay demonstrating a more pronounced motivational effect. Additionally, the study uncovers the moderating role of individual characteristics, such as age and tenure, in the relationship between compensation incentives and performance. The innovation of this research lies in its simultaneous examination of both the direct and indirect effects of compensation incentives, as well as the introduction of multiple mediating variables to deepen the understanding of incentive mechanisms. This study not only enriches the theoretical fr amework of compensation incentives and employee performance but also provides practical guidance for enterprises to optimize their compensation system design, emphasizing the importance of differentiated compensation strategies. These findings hold important reference value for improving organizational effectiveness and advancing human resource management practices.
Keywords: Compensation Incentive; Employee Work Performance; Structural Equation Model; Mediating Effect; Differentiated Compensation Strategy
目 录
1绪论 1
1.1薪酬激励与员工绩效的研究背景 1
1.2研究薪酬激励与员工绩效的意义 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薪酬激励理论与绩效评估框架 2
2.1薪酬激励的核心理论基础 2
2.2员工工作绩效的评估体系构建 3
2.3激励机制对绩效影响的关键路径 3
2.4薪酬激励与绩效关系的理论模型分析 4
2.5理论框架在实证研究中的应用 4
3数据收集与实证研究设计 5
3.1样本选择与数据来源说明 5
3.2调查问卷的设计与实施过程 5
3.3变量定义与测量方法的选择 6
3.4实证研究模型的构建与假设提出 6
3.5数据处理与统计分析工具的应用 7
4实证结果分析与讨论 7
4.1薪酬激励对员工绩效的整体影响 7
4.2不同类型薪酬激励的效果比较 8
4.3激励措施与绩效提升的相关性分析 8
4.4实证研究中发现的主要问题探讨 9
4.5改进薪酬激励机制的对策建议 9
结论 11
参考文献 12
致 谢 13
