摘 要
随着经济环境和劳动力市场的快速变化，企业薪酬结构调整已成为提升组织效能和员工满意度的重要手段。本研究旨在探讨企业薪酬结构调整对员工满意度的长期影响，并分析其内在作用机制。通过选取某大型制造企业作为研究对象，采用定量与定性相结合的研究方法，收集了涵盖三年周期的员工问卷调查数据及深度访谈资料。研究运用面板数据分析技术，考察了薪酬结构中固定薪酬与浮动薪酬比例调整、福利优化以及绩效激励机制改革等关键变量对员工满意度的影响路径。结果显示，适度增加固定薪酬比例能够显著提升员工的安全感与稳定性感知，而合理的绩效激励设计则有助于激发员工的工作积极性与成就感。此外，福利体系的优化在短期内虽未产生显著效果，但长期来看有效增强了员工对企业文化的认同感与归属感。本研究的创新点在于首次引入动态视角分析薪酬结构调整的长期效应，并揭示了不同薪酬要素对员工满意度的差异化贡献及其时间滞后性特征。这一发现为企业制定科学合理的薪酬策略提供了重要参考，同时丰富了薪酬管理领域的理论框架，强调了薪酬结构调整需兼顾短期激励与长期稳定性的平衡关系。
关键词：薪酬结构调整；员工满意度；固定薪酬与浮动薪酬比例；绩效激励机制；福利优化
Abstract
With the rapid changes in economic environments and labor markets, corporate salary structure adjustment has become a critical approach to enhancing organizational efficiency and employee satisfaction. This study aims to explore the long-term impact of salary structure adjustments on employee satisfaction and analyze the underlying mechanisms at play. By selecting a large manufacturing company as the research subject, a mixed-methods approach combining quantitative and qualitative methods was employed, collecting employee questionnaire data and in-depth interview materials spanning a three-year period. Panel data analysis techniques were utilized to examine the influence pathways of key variables such as the adjustment of the ratio between fixed and variable compensation, welfare optimization, and the reform of performance incentive mechanisms on employee satisfaction. The findings indicate that moderately increasing the proportion of fixed compensation can significantly enhance employees' sense of security and stability, while well-designed performance incentives effectively stimulate work enthusiasm and a sense of accomplishment. Additionally, although the optimization of the welfare system did not produce significant effects in the short term, it effectively strengthened employees' identification with and sense of belonging to the corporate culture in the long run. The innovation of this study lies in its introduction of a dynamic perspective to analyze the long-term effects of salary structure adjustments, revealing the differentiated contributions of various salary components to employee satisfaction and their time-lagged characteristics. This discovery provides crucial references for enterprises in formulating scientifically sound salary strategies and enriches the theoretical fr amework of compensation management by emphasizing the need to balance short-term incentives with long-term stability in salary structure adjustments.
Keywords: Compensation Structure Adjustment; Employee Satisfaction; Ratio Of Fixed To Variable Pay; Performance Incentive Mechanism; Benefit Optimization
目 录
1绪论 1
1.1企业薪酬结构调整的研究背景 1
1.2员工满意度长期影响的意义分析 1
1.3国内外研究现状与文献综述 1
1.4研究方法与技术路线设计 2
2薪酬结构调整的理论基础与框架构建 2
2.1薪酬结构的基本概念与构成要素 2
2.2员工满意度的理论模型与测量方法 3
2.3长期影响的理论机制与作用路径 3
2.4薪酬调整与员工行为关系的理论分析 4
2.5理论框架的构建与假设提出 4
3薪酬结构调整对员工满意度的实证研究 5
3.1数据来源与样本选择标准 5
3.2变量定义与测量工具的选择 6
3.3实证模型的设计与检验方法 6
3.4实证结果分析与假设验证 7
3.5薪酬调整效果的异质性分析 7
4长期影响的动态评估与对策建议 8
4.1员工满意度变化的动态趋势分析 8
4.2不同薪酬结构调整方案的效果比较 8
4.3长期影响的关键驱动因素识别 9
4.4提升员工满意度的优化策略探讨 9
4.5政策建议与企业管理实践启示 10
结论 11
参考文献 12
致 谢 13
