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题名	高科技行业研发人员收入与工作投入：有调节的中介模型
作者	李星
答辩日期	2021-07
文献子类	硕士
授予单位	中国科学院心理研究所
授予地点	中国科学院心理研究所
其他责任者	陈毅文
关键词	收入 工作满意度 组织承诺 工作投入 收入公平感
学位名称	理学硕士（同等学力硕士）
其他题名	Income and work engagement of R & D personnel in high tech industry: a moderated mediation model
学位专业	应用心理学
中文摘要	In the recent years, the demand for high-tech talents has increased significantly with the China's transformation from manufacturing to intelligent manufacturing, especially the urgent need for key technology. Due to the shortage of talents in the market, the salaries of R&D personnel in high-tech industries have risen sharply. According to the data of urban non-private units and urban private units by industry category released by the National Bureau of Statistics of China in 2019, the average wages of the two industries that information transmission, software and information technology services and scientific research and technical services rank among the top. At the same time, the income inversion phenomenon of R&D personnel in the high-tech industry is very serious, which impacts the perception of income fairness of old employees and brings greater challenges to the organization and construction of the high-tech industry. Therefore, exploring the relationship between the income and income fairness of R&D personnel in the high-tech industry and the work attitude and behavior of employees has become one of the important issues that HR in the high-tech industry needs to pay attention to. Based on social exchange theory and social comparison theory, the research explores the direct relationship between the income, income fairness and work engagement of R&D personnel in high-tech industry through empirical research. The indirect relationship between job satisfaction, organizational commitment and work engagement, and the moderating effect of income fairness on the indirect relationship. The results show that income has positive effects on job satisfaction, organizational commitment and work engagement. In the correlation mechanism between income and job engagement, job satisfaction and organizational commitment can play a significant mediating effect. In addition, income fairness can play a moderating role on the above two mediating factors. At the same time, it is found that the relationship between perceived income equity and the above variables is more significant than income itself. For the first time, this research puts together income, job satisfaction, organizational commitment, and job engagement, sense of income equity, at the same time. It expands the content of job demand-resource theory, social exchange theory, and social comparison theory, and enriches organizational management theory research. This study closely integrates the background of the high-tech industry. By studying the relationship between income, sense of income equity, job satisfaction, and organizational commitments to enterprise employees' work engagement, it has certain practical significance for enterprises to formulate and implement compensation policies reasonably.
英文摘要	近两年来，随着中国从制造到“智造”的转变，尤其是对卡脖子技术的迫切需求，导致国内对高科技人才的需求大幅增加。同时，由于市场人才供不应求，使得高科技行业研发人员的工资大幅上涨。我国统计部门面向城镇地区的各个产业的民营或国营单位薪酬数据进行了调查与分析，并且指出在所有的产业中，科研行业与技术服务行业的整体薪酬水平最高。与此同时，高科技行业研发人员的收入倒挂现象非常严重，冲击着老员工对收入公平的感知，对高科技行业组织建设工作带来较大挑战。因此，探索高科技行业研发人员收入及收入公平感与员工工作态度及行为之间的联系，成为高科技行业HR当下需关注的重要问题之一。本研究基于社会交换理论以及社会比较理论，通过实证研究，探讨了高科技行业研发人员收入、收入公平感与工作投入的直接关系；高科技行业研发人员收入通过工作满意度与组织承诺与工作投入的间接关系，以及收入公平感对前述间接关系的调节作用。研究结果表明，收入能够积极作用于工作满意度、组织承诺、工作投入；而在收入与工作投入之间的关联机制中，工作满意度与组织承诺能够发挥出明显的中介效应；此外，收入公平感则能够对上述两项中介因素起到调节的作用；同时发现收入公平感与以上变量的关系要比收入本身更加显著。本文将融合收入，工作满意度，组织承诺、工作投入、收入公平感在一个模型进行研究，扩展了社会交换理论，以及社会比较理论的内容，丰富了组织管理理论研究。本研究紧密结合快速发展高科技行业的时代背景，通过研究收入、收入公平感、工作满意度，以及组织承诺与企业员工工作投入的关系，对企业合理制定与实施薪酬政策具有一定的实践意义。
语种	中文
内容类型	学位论文
源URL	[http://ir.psych.ac.cn/handle/311026/41597]
专题	心理研究所_社会与工程心理学研究室
推荐引用方式 GB/T 7714	李星. 高科技行业研发人员收入与工作投入：有调节的中介模型[D]. 中国科学院心理研究所. 中国科学院心理研究所. 2021.

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