薪酬保密感知:内涵分析和量表开发

Pay Secrecy Perceived: Connotation Expansion and Scales Development

目的界定薪酬保密感知的概念,完善薪酬保密感知概念的维度结构,以此为基础形成薪酬保密感知测量量表。方法采用归纳演绎法确定薪酬保密感知维度和测量题项;专家评定法验证效度;采用SPSS18.0、AMOS 22.0数据管理和分析。结果薪酬保密感知量表由16个题目构成,分别为三个因素,累计贡献率为51.86%,各题目的载荷和共同度均在0.4以上,内部一致性系数在0.87~0.90之间。验证性因素分析进一步证明量表的结构有效性和适用性。结论 （1）薪酬保密感知是一个多维度的概念,包含对薪酬内容的感知,对惩戒措施的感知,对保密文化的感知等三个维度。（2）薪酬保密感知测量问卷具有良好的信度和效度,为进一步研究薪酬保密感知提供测量工具。

Objective Based on the definition of the concept of pay secrecy perceived and the formulation of the construct of pay secrecy perceived, the questionnaire of pay secrecy perceived was put forward. Methods Deduc- tion and qualitative were used to explore the dimension of pay secrecy perceived and the items of scale; expert - syn- thesis evaluation was used to test validity; SPSS 18.0 and AMOS 22. 0 were applied in data entry and statistical anal- ysis. Results the questionnaire of pay secrecy perceived consisted of 16 items, which was divided into 3 factors. The ratio of cumulative contribution was 51.86%. Factor load and commons of each item were above 0. 4 , and the internal consistency coefficient was between 0.87 - 0.90. Confirmatory factor analysis further demonstrates the validity and applicability of the scale. Conclusion （1）Pay secrecy perceived was a multiple dimensions construct, and in- cluded pay content perception, disciplinary punishment perceived, and secrecy cultureo （2） the questionnaire of pay secrecy perceived had favorable reliability and validity, which provided theoretical basis and research tools for further study on pay secrecy perceived.