薪酬透明度与员工信任感的关系研究
摘 要
薪酬透明度作为现代企业管理中的重要议题，近年来受到广泛关注。本研究旨在探讨薪酬透明度与员工信任感之间的关系，并进一步分析其影响机制。基于社会交换理论和信息不对称理论，本文通过问卷调查法收集了来自不同行业企业的325名员工数据，运用结构方程模型对假设进行验证。研究发现，薪酬透明度显著正向影响员工对组织的信任感，且这种影响在高绩效文化的企业中更为明显。此外，感知公平性在薪酬透明度与员工信任感之间起到部分中介作用，表明薪酬透明度通过提升员工的公平感知进而增强其对组织的信任。本研究的创新点在于首次将感知公平性纳入薪酬透明度与员工信任感的关系框架中，并从文化背景的角度探讨了情境因素的调节效应。这一发现不仅丰富了薪酬管理领域的理论研究，还为企业实践提供了有价值的参考。研究结果表明，企业应注重薪酬体系的透明化建设，同时结合组织文化特点，以优化员工的心理体验和行为反应，从而提升整体组织效能。
关键词：薪酬透明度 员工信任感 感知公平性
Abstract
Compensation transparency, as an important issue in modern enterprise management, has received widespread attention in recent years. This study aims to explore the relationship between compensation transparency and employee trust, further analyzing its underlying mechanisms. Grounded in social exchange theory and information asymmetry theory, this research collected data from 325 employees across various industries using a questionnaire survey method and employed structural equation modeling to test the hypotheses. The findings reveal that compensation transparency significantly and positively influences employees' trust in the organization, with this effect being more pronounced in enterprises with high-performance cultures. Additionally, perceived fairness partially mediates the relationship between compensation transparency and employee trust, indicating that compensation transparency enhances organizational trust by improving employees' perceptions of fairness. The novelty of this study lies in its integration of perceived fairness into the fr amework linking compensation transparency and employee trust, as well as its examination of contextual factors from a cultural perspective. These insights not only enrich theoretical research in the field of compensation management but also provide valuable implications for practical applications in organizations. The results suggest that enterprises should prioritize the development of transparent compensation systems while considering the characteristics of their organizational culture to optimize employees' psychological experiences and behavioral responses, thereby enhancing overall organizational effectiveness.
Keyword:Compensation Transparency Employee Trust Perceived Fairness
目 录
引言 1
1薪酬透明度的理论基础 1
1.1薪酬透明度的概念界定 1
1.2薪酬透明度的研究现状 2
1.3薪酬透明度的维度划分 2
2员工信任感的形成机制 2
2.1员工信任感的核心内涵 3
2.2员工信任感的构成要素 3
2.3信任感与组织行为的关系 3
2.4影响员工信任感的关键因素 4
3薪酬透明度对员工信任感的作用路径 4
3.1薪酬透明度与信任感的直接关系 4
3.2公平感知的中介作用分析 5
3.3组织支持感的调节效应探讨 5
3.4沟通质量在其中的角色 5
4实证研究与案例分析 6
4.1研究设计与方法选择 6
4.2数据收集与样本特征描述 6
4.3实证结果与假设检验 7
4.4案例分析与经验总结 7
结论 8
参考文献 9
致谢 10
摘 要
薪酬透明度作为现代企业管理中的重要议题，近年来受到广泛关注。本研究旨在探讨薪酬透明度与员工信任感之间的关系，并进一步分析其影响机制。基于社会交换理论和信息不对称理论，本文通过问卷调查法收集了来自不同行业企业的325名员工数据，运用结构方程模型对假设进行验证。研究发现，薪酬透明度显著正向影响员工对组织的信任感，且这种影响在高绩效文化的企业中更为明显。此外，感知公平性在薪酬透明度与员工信任感之间起到部分中介作用，表明薪酬透明度通过提升员工的公平感知进而增强其对组织的信任。本研究的创新点在于首次将感知公平性纳入薪酬透明度与员工信任感的关系框架中，并从文化背景的角度探讨了情境因素的调节效应。这一发现不仅丰富了薪酬管理领域的理论研究，还为企业实践提供了有价值的参考。研究结果表明，企业应注重薪酬体系的透明化建设，同时结合组织文化特点，以优化员工的心理体验和行为反应，从而提升整体组织效能。
关键词：薪酬透明度 员工信任感 感知公平性
Abstract
Compensation transparency, as an important issue in modern enterprise management, has received widespread attention in recent years. This study aims to explore the relationship between compensation transparency and employee trust, further analyzing its underlying mechanisms. Grounded in social exchange theory and information asymmetry theory, this research collected data from 325 employees across various industries using a questionnaire survey method and employed structural equation modeling to test the hypotheses. The findings reveal that compensation transparency significantly and positively influences employees' trust in the organization, with this effect being more pronounced in enterprises with high-performance cultures. Additionally, perceived fairness partially mediates the relationship between compensation transparency and employee trust, indicating that compensation transparency enhances organizational trust by improving employees' perceptions of fairness. The novelty of this study lies in its integration of perceived fairness into the fr amework linking compensation transparency and employee trust, as well as its examination of contextual factors from a cultural perspective. These insights not only enrich theoretical research in the field of compensation management but also provide valuable implications for practical applications in organizations. The results suggest that enterprises should prioritize the development of transparent compensation systems while considering the characteristics of their organizational culture to optimize employees' psychological experiences and behavioral responses, thereby enhancing overall organizational effectiveness.
Keyword:Compensation Transparency Employee Trust Perceived Fairness
目 录
引言 1
1薪酬透明度的理论基础 1
1.1薪酬透明度的概念界定 1
1.2薪酬透明度的研究现状 2
1.3薪酬透明度的维度划分 2
2员工信任感的形成机制 2
2.1员工信任感的核心内涵 3
2.2员工信任感的构成要素 3
2.3信任感与组织行为的关系 3
2.4影响员工信任感的关键因素 4
3薪酬透明度对员工信任感的作用路径 4
3.1薪酬透明度与信任感的直接关系 4
3.2公平感知的中介作用分析 5
3.3组织支持感的调节效应探讨 5
3.4沟通质量在其中的角色 5
4实证研究与案例分析 6
4.1研究设计与方法选择 6
4.2数据收集与样本特征描述 6
4.3实证结果与假设检验 7
4.4案例分析与经验总结 7
结论 8
参考文献 9
致谢 10
