国有企业员工薪酬现状与影响因素研究——以北京市市属国有企业为例

Research on the Status and Influencing Factors of Employees’ Salary in State-owned Enterprises——A Case Study of State-owned Enterprises in Beijing

改革开放40年来,国有企业治理制度改革和薪酬制度改革始终引起广泛关注。本研究以北京市市属国有企业为例,针对微观调查采集的薪酬数据进行描述性统计和回归分析。结果表明,国有企业员工薪酬水平高于社会平均工资,体现出公有制经济的市场竞争力;国有企业薪酬在性别、岗位类别方面差异不显著,体现出较好的内部公平性;国有企业员工薪酬差距主要由工作年限和职级决定,教育的投资回报尽管有所体现,但影响较小。针对目前国有企业的薪酬现状和薪酬管理中的问题,本研究提出若干对策建议。应重视人才激励,加快建设薪酬回报与知识、能力相匹配的薪酬制度。优化岗位激励,着力实现薪酬报偿向一线和技术岗位员工适当倾斜。应强调全局激励,通过深化改革使国有企业薪酬更好地反映市场信号。

Over the past 40 years of reform and opening up,the reform of state-owned enterprises’governance system and salary system has always attracted wide attention.This study takes Beijing municipal state-owned enterprises as an example,and makes descriptive statistics and regression analysis of salary data collected from micro-survey.The results show that the salary level of employees in state-owned enterprises is higher than the average social salary,reflecting the market competitiveness of the public ownership economy;there is no significant difference in the salary level of state-owned enterprises in terms of gender and job categories,reflecting better internal fairness;and the salary gap of employees in state-owned enterprises is mainly caused by working years and job categories.The ranks decided that the return on investment in education,though reflected,had little effect.In view of the current salary situation of state-owned enterprises and the problems in salary management,this study puts forward some countermeasures and suggestions.Firstly,we should attach importance to talent incentive and accelerate the construction of compensation system matching knowledge and ability.Secondly,we should optimize job incentives,and strive to achieve pay compensation to front-line and technical staff appropriate tilt.Finally,we should emphasize the overall incentive and make the salary of state-owned enterprises reflect the market signal better by deepening the reform.