Research On Different Types Of Employee’s Compensation Satisfaction And Advanced Path

As one of the most important part of Enterprise Human Resource Management,compensation management is vital to effective allocation of human resources, competenceimprovement and enterprise vitality. As the development of Reform and Opening-up policyand market-oriented economy, compensation satisfactory is of crucial value to compensationmanagement efficiency and competence improvement of a company, state-owned companyparticularly. As to state-owned company, rising employees’ compensation satisfaction iseven more important than the others, since the specialty of the industry and the feature ofhuman resource management of state-owned company. Not only researches on employees’compensation satisfaction in stated owned company would help to attract and retain talentedemployee and promote cohesion and recognition of cultural identity, but also the managementefficiency and organizational performance would be boosted. Based on the analysis oncompensation system of the whole industry in China, this paper would deeply analysisemployees’ compensation satisfactory in surveyed company theoretically and empirically,which could uncover problems of the compensation system in hand so as to find out the pathto promote compensation system of state–owned construction company in our country.Additionally, employees’ compensation satisfactory could be improved, and companyperformance as well.Randomly selecting a state-owned construction company in Shaanxi Province asrespondent, we get233copies of valid questionnaires through questionnaire survey andkey-point survey. According to informed research and descriptive statistics, by usingLOGISTIC model as the methodology, we analysis employees’ compensation satisfactory andits influent factors from multiple perspectives, such as salary fair, compensation management,salary increase, pay level and welfare.This paper is made up of seven chapters. Chapter one and Chapter two are theIntroduction and related theory. Chapter3is the analysis of the compensation system ofconstruction industry of China, including brief introduction of compensation system andemployees’ compensation situation of surveyed company. Chapter4and Chapter5are the central chapters. In chapter4, we demonstrated the research hypothesis and study design andafter descriptive analysis of233samples, employees’ compensation satisfactory and itsinfluential factors are empirically analyzed by LOGISTIC model. According to the results,age and education of individual features, peer fair in salary fair, the integrity anddemand-reflected of compensation institution, and its information acquisition, executionsatisfactory, peer pay lever and mixture-gradation salary fair can affect employees’compensation satisfactory significantly. Afterwards, LSD has been adopted to do adifferentiation analysis from different perspectives, such as gender, age, education, workingyears and job category. In Chapter5, after analyzing compensation satisfactory and itsinfluential factors of different education background and job category employees, we find outthat the compensation satisfactory of178technical workers are mainly affected by peercompensation, their working years, salary increase and welfare and as to employees ofdifferent education, among which, high school graduates’ compensation satisfactory areinfluent by salary increase and salary level and college graduates’ compensation satisfactoryare affected by their working years and salary level and for those graduate for university,salary institution and peer compensation are the main factors. Chapter6is conclusion andsuggestions, which give a summary to the above and put forward the feasible path to increaseemployees’ compensation satisfactory.We choose compensation system of state-owned construction enterprises as the startingpoint in this paper, analyzing the problems and its reasons of compensation institution, andlooking for a feasible way to resolve problems of compensation system and other difficultieswe met in business management. On the other hand, we hope that problems and its resolutionthis paper refer would help to develop the research on human resource management theory.