【作者】 杨琳；

【导师】 邵建平；

【作者基本信息】 兰州大学 ， 企业管理， 2007， 硕士

【摘要】 员工是组织最重要的资产。组织目标的实现依赖如何充分发挥人力资源的效能。设计和保持一套有效的激励制度是人力资源管理的主要任务之一。然而组织的激励制度能否发挥作用取决于员工如何看待它，是否被员工知觉为公正。组织公正涉及的一个最直接的领域，就是员工对薪酬的公正知觉。本文从分析公平感的感知对象—企业的薪酬制度入手，通过理论探索和实证研究，得出不同层次员工在分配公平的关注上存在差异的结论：管理层更关注外部公平，一般员工更关注内部公平，且管理层的个人公平感高于一般员工。这个结论有利于我们依员工层次的差别有针对性的做好薪酬设计；公平感的产生源于过程体验(程序公平)和结果比较(分配公平)两方面，探究分配公平和程序公平的相关性，并对这种相关性背后的因素进行探索性分析，有助于我们利用二者的关系对企业薪酬管理过程加以控制，以使薪酬激励更有效；作为公平认知的两因素，程序公平和分配公平会综合作用于员工，但对具体态度和行为的影响又各有侧重，分析不同公平认知维度作用于员工态度、行为的不同侧重点，使我们通过对公平的控制影响员工态度行为成为可能。论文创作过程中综合运用了访谈法、问卷分析法等多种研究方法，对问卷资料的整理分析采用spss11.5统计分析软件，分析方法主要采用描述性统计分析法和相关分析法，测量变量所用问卷也均进行了信效度检验，以确保研究结论的可信度及科学性。更多还原

【Abstract】 The employee is the most important wealth of the organization. The realization of organization’s target depends on how to develop the human resource effectively. Designing and keeping a set of effective incentive system is one of the key missions of human resource management. What makes the incentive system play is the attitude that the employee treats it. The most direct realm that the organization justice involves is the employee’s salary justice perception.The thesis begins from analyzing the object of justice perception, the salary system of enterprise. By studying theories and empiricism we got the conclusion that there is difference between the employee and the manager in dimension of the justice perception. The management pay more attention to exterior justice, while the employee pay more attention to inner justice, and personal justice of the management higher than that of the employee’s .This conclusion is conducive to design the framework of salary system according to the employee’s layers; The creation of justice feeling comes from a process experience (procedural justice) and result comparing (distribution justice), Making sure the relation between the distribution justice and procedural justice can help us to control the process of salary management.The two dimensions of justice perception, procedural justice and distribution justice synthesize the employee, but lay respective emphasis on concrete attitude and behavior. Finding out the dissimilar emphasis make it possible that controlling the justice perception to affect the employee’s attitude and behavior. In the thesis we made use of various research methods such as interview method, questionnaire method etc. spss 11.5 statistics software is also used to analyze the data of questionnaires, analyze methods include description and correlation analysis, by testing to ensure the conclusion is validity and reliability,更多还原