在华跨国企业中外员工薪酬差异的实证研究:基于相对剥夺理论被引量：8

Empirical Research on Expatriate/Local Staff Remuneration Discrepancies of Multinational Companies in China:Based on Relative Deprivation Theory

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摘要在华跨国企业中本土员工的薪酬绝对值普遍增加,与外籍员工(特指从国外派到中国的外籍员工)的薪酬差异正在缩小,但本土员工的不公平感并没有明显缓解。本文调查了来自11个在华跨国企业中的249名员工的薪酬状况,从相对剥夺理论的视角研究该现象。通过对收集到的有效数据进行多元方差和层级回归等统计分析,我们发现尽管本土员工和外籍员工的薪酬差异导致了本土员工的相对剥夺感,但本土员工工作动机的下降和离职意愿的增加并不显著。 The remuneration of local staff in multinational companies in China are increasing generally,and the remuneration discrepancies between local staff and expatriate are narrowing significantly,but the sense of injustice of local staff haven＇t been relieved yet.The paper studies this phenomenon from the perspective of relative deprivation theory.We survey 249 employees from 11 multinational companies in China.Using multivariate analysis of variance and hierarchical regression methods,we find that the expatriate/local staff remuneration discrepancies lead to the sense of relative deprivation of local staff,but the work motivation of local staff does not decline and their turnover intention does not increase apparently.

作者周二华李晓艳

机构地区华中科技大学管理学院

出处《管理评论》 CSSCI 北大核心 2011年第10期91-101,共11页 Management Review

基金英国社会科学基金项目(DEID-ESRC) 华中科技大学自主创新研究基金项目(2010AW020) 国家自然科学基金项目(71072031)

关键词薪酬差异相对剥夺感工作动机下降离职意愿 remuneration discrepancies relative deprivation work motivation decline turnover intention

分类号 F272.92 [经济管理—企业管理]

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