随着我国经济的飞速发展，越来越多的民营企业进入市场，在新时代，这些 民营企业的发展急需加快进行产业结构转型升级，提升民营企业生产效率，打造 民营企业品牌，而这些都要以提升员工的高素质工作量和绩效水平作为重要前提 条件。薪酬满意度提高是一个员工的重要情感活动体验，它与提高员工整体工作 效率和劳动积极性等具有显著的交互相关性。实践证明，工作敬业度越高的优秀 员工往往能更加积极地主动投入参与到这项工作中，更加具有充满动力地去回报 其工作，甚至可以表现为做出可以超越其本职工作以及职责外的积极行为。 本文在深入梳理分析国内外企业相关理论研究成果的基础上，引入企业员工 工作敬业度变量作为一种中介评价变量，分析组织薪酬工作满意度、工作敬业度 及实际工作绩效三者之间相互影响的基本机理，并据此构建相关的理论研究模 型。通过问卷调查的多种方式获取数据，运用SPSS21.0软件对浙江省天台县多 家民营制造型加工企业在职员工的平均薪酬满意度、工作敬业度及实际工作绩效 的相互关系情况进行了实证调查分析，验证这一假设。最终得出，员工的薪酬工 作满意度、工作敬业度和工作绩效两两之间存在显著的正向性相关关系，薪酬满 意度对工作敬业度有显著正向波动影响，在天台县的一些制造型加工企业中，工 作敬业度在企业员工薪酬满意度和企业工作绩效的关系中则可以起很强的直接 中介作用。 本文的主要研究成果价值在于通过研究发现工作敬业度在两者间往往起着 很强的直接中介推动作用，即员工薪酬满意度对工作绩效的直接拉动影响较小， 相对以往的相关研究成果结论而言，具有较大创新性。单纯依靠提升薪酬满意度 水平是不够的，还需要通过增强基层员工的敬业度，才能真正达到不断提高员工 工作绩效的根本目的。此外以天台县制造型民营企业为例，引入了以工作敬业度 作为评价中介点的变量以及分析三者间相互作用的评价机制，增加了企业薪酬管 理的研究深度，在论文研究理论方法和学术视角选择上有一定的学术创新性。 关键词：新生代员工，薪酬满意度，工作绩效，敬业度 浙江工业大学硕士学位论文 II RESEARCHONTHEINFLUENCEOF COMPENSATIONSATISFATIONOFTHE NEW-GENERATIONEMPLOYEESINPRIVATE ENTERPRISESONJOBPERFORMANCE: ENGAGEMENTASMEDIATINGVARIABLE ABSTRACT WiththerapiddevelopmentofChina'seconomy,moreandmoreprivate enterpriseshaveenteredthemarket.Inthenewera,thedevelopmentoftheseprivate enterprisesurgentlyneedstoacceleratethetransformationandupgradingofindustrial structure,improvetheproductionefficiencyofprivateenterprises,andcreateprivate enterprisebrands.Itisimportanttoimprovethehigh-qualityworkloadand performancelevelofemployees.Theimprovementofsalarysatisfactionisan importantemotionalactivityexperienceofanemployee.Ithassignificantinteraction withimprovingtheoverallworkefficiencyandlaborenthusiasmofemployees. Practicehasprovedthatthebetteremployeeswhoworkharderontheirworktendto bemoreactivelyandactivelyinvolvedinthiswork,moremotivatedtoreturntheir work,andevenbehaveasbeingabletogobeyondotherjobsandPositivebehavior outsideofduties.Onthebasisofin-depthanalysisandanalysisoftherelevant theoreticalresearchresultsofdomesticandforeignenterprises,thispaperintroduces theemployeeemploymentengagementvariableasanintermediaryevaluation variable,andanalyzestherelationshipbetweenorganizationalsalarysatisfaction,work engagementandactualworkperformance.Thebasicmechanismofinfluence,and basedonthis,constructrelevanttheoreticalresearchmodels.Throughthe questionnairestoobtaindata,theuseofSPSS21.0toempiricallyinvestigatethe relationshipbetweentheaveragesalaryjobsatisfaction,jobengagementandactual workperformanceofmanyprivatemanufacturing-orientedprocessingenterprisesin TiantaiCounty.,verifythisassumption.Intheend,firstly,thereisasignificantpositive correlationbetweenemployeeaveragejobsatisfaction,jobengagementandjob performance.Second，salarysatisfactionhasasignificantpositiveimpactonjob engagement,Third,insomemanufacturing-orientedprocessingenterprisesinTiantai 民营企业新生代员工薪酬满意度对工作绩效的影响研究—以敬业度为中介变量 III County,workengagementcanplayastrongdirectintermediaryroleintherelationship betweenemployeesatisfactionandcorporateworkperformance.Thedirectimpactof salarysatisfactiononbusinessperformanceItisweaker. Thesisresultsofthispaperareworthtofindthattheworkengagementdegree oftenplaysastrongdirectintermediarypromotionrolebetweenthetwo,thatis,the employeesalarysatisfactionhaslittleinfluenceonthedirectimpactofwork performance,comparedwiththepreviousresearchresults.Intermsofgreater innovation.Itisnotenoughtorelysolelyonimprovingthelevelofsalarysatisfaction. Itisalsonecessarytoenhancethebasicpurposeofcontinuouslyimprovingthe performanceofemployeesbyenhancingtheengagementofgrassrootsemployees.In addition,takingTiantaiCountyManufacturingGroupasanexample,thepaper introducesthevariablesofworkengagementastheevaluationintermediarypointand theevaluationmechanismoftheinteractionbetweenthethree,whichincreasesthe researchdepthofenterprisecompensationmanagement,andstudiesthetheoretical methodsandacademicsinthethesis.Thereisacertaindegreeofacademicinnovation inthechoiceofperspective. Thesisinnovationfeaturesofthispaperare:throughtheconclusionofthe researchresults,itisfoundthattheworkengagementdegreeoftenplaysastrong directintermediarypromotionrole,thati,thedirectimpactofemployeecompensation organizationsatisfactionontheoverallperformanceoforganizationalwork.Smaller, itismoreinnovativethantheconclusionsofrelevantresearchresults.Itisnotenough tosimplyimprovethesalarysatisfactionleveloftheorganization.Itisnecessaryto continuouslyenhancethesenseofidentityofgrassrootsemployeesthroughthis move,whichcantrulyachievethefundamentalpurposeofcontinuouslyimprovingthe performanceofemployeeworkmanagement.Inaddition,takingthemanufacturing groupcompaniesinthiscountyasanexample,thepaperintroducesthevariablesof workengagementastheevaluationintermediarypointandtheevaluationmechanism oftheinteractionbetweenthethree,whichincreasestheresearchdepthofenterprise compensationmanagement.Thereisacertaindegreeofacademicinnovationinthe choiceofperspective. KEYWORDS:newgenerationemployees,salarysatisfaction,jobperformance, engagement 浙江工业大学硕士学位论文 IV 目录 摘要................................................................................................................................I ABSTRACT......................................................................................................................II 插图清单......................................................................................................................VI 附表清单......................................................................................................................VI 第一章绪论................................................................................................................1 1.1研究背景.........................................................................................................1 1.2研究意义.........................................................................................................2 1.2.1理论意义..............................................................................................2 1.2.2现实意义..............................................................................................2 1.3研究内容与方法.............................................................................................3 1.3.1研究内容与思路..................................................................................3 1.3.2研究方法..............................................................................................4 1.4研究的创新点.................................................................................................5 第二章相关概念界定与研究评述............................................................................6 2.1新生代员工的概念与界定.............................................................................6 2.2薪酬、薪酬满意度概念及测量方法.............................................................6 2.2.1薪酬的概念..........................................................................................6 2.2.2薪酬满意度的概念及其影响因素......................................................7 2.2.3薪酬满意度的测量方法......................................................................8 2.3工作绩效概念及测量方法............................................