薪酬差距对员工敬业度的影响:组织支持感的调节作用

The Effect of Salary Gap on Employee Engagement:The Regulation Function of Organizational Support

随着组织环境的日益复杂化,员工敬业度成为提高组织绩效、形成竞争优势和维持组织长远发展的关键力量。已有研究对员工敬业度的前因探讨较多,但从普通员工视角探讨薪酬差距与员工敬业度关系的研究较少。通过问卷调查对260份员工数据进行实证分析,结果发现:纵向薪酬差距与员工敬业度显著正相关,横向薪酬差距与员工敬业度显著负相关,且组织支持感对前者起到正向调节作用,对后者起到负向调节作用,即组织支持感越高,纵向薪酬差距对员工敬业度的正向影响效应越强,组织支持感越高,横向薪酬差距对员工敬业度的负向影响效应越弱。企业应更加重视员工薪酬差距问题,同时增强资源支持,提高员工的组织支持感,组织管理者应尽可能地为员工提供工作上的支持和利益上的关怀,以此来降低因薪酬差距而产生的不良影响,进而促使其更积极努力地为企业创造价值。

With the increasing complexity of organizational environment,employee engagement has become a key force to improve organizational performance,produce competitive advantage,and maintain the long-term development of the organization.There are many studies on the antecedents of employee engagement,but there are few studies on the relationship between salary gap and employee engagement from the perspective of ordinary employees.Through the empirical analysis of 260 employee data from the questionnaire survey,the results show that the longitudinal salary gap is significantly positively correlated with employee engagement.The horizontal salary gap is negatively correlated with employee engagement,and organizational support plays a positive adjustment function in the former and a negative adjustment function in the latter,that is,the higher the organizational support,the stronger the positive effect of longitudinal salary gap on employee engagement,and the weaker the negative effect of horizontal salary gap on employee engagement.Enterprises should pay more attention to the problem of employee salary gap,strengthen resource support,improve employee’s organizational support.The organization managers should provide employees with support in work and consideration in interest as much as possible.In this way,the negative impact due to the salary gap can be reduced and the employees can be urged to create value for the enterprise.