摘 要
随着经济全球化和市场竞争的加剧，企业对员工的激励机制日益关注，而薪酬激励作为核心手段之一，在提升员工组织承诺方面具有重要意义。本研究旨在探讨薪酬激励与员工组织承诺之间的关系，并进一步分析其内在作用机制。基于社会交换理论和公平理论，本研究选取某行业内的500名员工为样本，采用问卷调查法收集数据，并运用结构方程模型进行实证分析。研究结果表明，薪酬激励对员工的情感承诺、持续承诺和规范承诺均具有显著正向影响，其中情感承诺的中介作用尤为突出。此外，感知组织支持在薪酬激励与员工组织承诺的关系中起到部分中介作用，验证了社会交换机制的存在。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，并引入感知组织支持作为中介变量，揭示了薪酬激励作用的心理机制。这一发现不仅丰富了薪酬激励与组织承诺领域的理论研究，还为企业优化薪酬体系提供了实践指导。通过强化薪酬激励的设计并提升员工的感知组织支持水平，企业能够有效增强员工的组织承诺，从而促进组织绩效的提升与长期发展。
关键词：薪酬激励；组织承诺；感知组织支持；情感承诺；社会交换机制
Abstract
With the deepening of economic globalization and intensifying market competition, enterprises are paying increasing attention to employee motivation mechanisms, among which compensation incentives serve as a core means and play a significant role in enhancing employees' organizational commitment. This study aims to explore the relationship between compensation incentives and employees' organizational commitment and further analyze its underlying mechanism. Based on social exchange theory and equity theory, this research selects 500 employees from a specific industry as the sample, collects data through a questionnaire survey, and employs structural equation modeling for empirical analysis. The results indicate that compensation incentives have a significantly positive impact on employees' affective commitment, continuance commitment, and normative commitment, with the mediating effect of affective commitment being particularly prominent. Moreover, perceived organizational support partially mediates the relationship between compensation incentives and employees' organizational commitment, thereby validating the existence of social exchange mechanisms. The innovation of this study lies in simultaneously examining the direct and indirect effects of compensation incentives and introducing perceived organizational support as a mediating variable, which reveals the psychological mechanism underlying the function of compensation incentives. This finding not only enriches theoretical research on compensation incentives and organizational commitment but also provides practical guidance for enterprises to optimize their compensation systems. By strengthening the design of compensation incentives and improving employees' levels of perceived organizational support, enterprises can effectively enhance employees' organizational commitment, thereby promoting the improvement of organizational performance and long-term development.
Keywords: Compensation Incentive; Organizational Commitment; Perceived Organizational Support; Affective Commitment; Social Exchange Mechanism
目 录
1绪论 1
1.1研究背景与意义 1
1.2国内外研究现状分析 1
1.3研究方法与技术路线 2
2薪酬激励理论与员工组织承诺概述 2
2.1薪酬激励的内涵与分类 2
2.2员工组织承诺的概念与维度 3
2.3薪酬激励与组织承诺的关系模型 3
2.4相关理论基础探讨 4
3薪酬激励对员工组织承诺的影响机制分析 4
3.1薪酬公平性与组织承诺的关系 4
3.2薪酬满意度对组织承诺的作用 5
3.3非经济性薪酬因素的影响路径 5
3.4激励方式与员工心理契约的关联 6
4实证研究：薪酬激励与员工组织承诺的关系检验 6
4.1研究假设与变量设计 7
4.2数据收集与样本特征分析 7
4.3实证模型构建与结果解读 8
4.4主要发现与理论贡献 8
结论 10
参考文献 11
致 谢 12
