“薪酬—組織”匹配關(guān)系及其對薪酬效能的影響.pdf

1、浙江大學(xué)碩士論文“薪酬一組織”匹配關(guān)系及其對薪酬效能的影響目錄中文摘要...........……，................................................................................................................……2英文摘要....................................................

2、................……，.......................................................……31.研究背景及問題的提出...............……，.........……，..................................……...................……52.以往研究的回顧..............……，.................

3、.........................................................................……62.1國外薪酬體系的介紹..................................................................................……62.1.1目前幾種主要的薪酬體系介紹與相關(guān)研究........................

4、.............……62.1.2企業(yè)薪酬戰(zhàn)略的特征.........................................................................……72.2薪酬戰(zhàn)略研究............................................................................................……n2.2.1薪酬戰(zhàn)略的

5、概念及其維度研究.......................................................……n2.2.2薪酬戰(zhàn)略的模式...............................................................................……112.2.3影響組織薪酬戰(zhàn)略選擇的因素.........................................

6、..............……122.3.薪酬體系效果與組織的匹配性研究........................................................……132.3.1企業(yè)經(jīng)營戰(zhàn)略的研究..................……。..............................................……132.3.2薪酬體系的權(quán)變觀點........................

7、...............................................……142.3.3薪酬體系的權(quán)變模型.......................................................................……153.以往研究的總結(jié)及本研究設(shè)計.................................................................

8、..................……183.1.對以往研究的總結(jié)....................................................................................……183.2.本研究的總體構(gòu)思與設(shè)計思路................................................................……183.2.1研究目的....

9、.......................................................................................……183.2.2研究構(gòu)思...........................................................................................……184.問卷研究與分析................

10、.............................................................................................……214.1研究目的與研究樣本.......................................................................……，.……214.2.問卷及統(tǒng)計方法說明...................

11、.............................................................……224.3.統(tǒng)計結(jié)果分析............................................................................................……234.3.1量表的信度和效度分析..................................

12、.................................……234.3.2描述統(tǒng)計及差異顯著性檢驗....................................……，…，......……，..…274.3.3回歸分析...........................................................................................……294.3.4三種

13、組織特征下各薪酬特征的效能差異比較...............................……444.3.5匹配度對薪酬效能的影響的研究.................................................……475.討論與結(jié)論.........................................................................................

14、............................……495.1研究結(jié)果討論..............................................................................................……495.2研究結(jié)論..........................................................................

15、..........................……525.3本研究的意義..............................................................................................……525.4本研究的局限以及對未來研究的展望......................................................……53參考文獻..

16、..............................................................................................................................……54附錄調(diào)查問卷....................................................................................

17、.................................……58致謝.........................................................................................................................................……62浙江大學(xué)碩士論文“薪酬一組織”匹配關(guān)系及其對薪酬效能的影響“CoIDPensat

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