国有企业员工编制身份与组织承诺——内在薪酬感知的调节作用

国有企业作为社会经济发展的奠基石，肩负着艰巨的历史使命和现实重任，而国有企业员工作为企业发展的第一要素，员工组织承诺对企业的发展具有十分重要的影响。文章从身份视角切入，基于社会认同威胁理论，探讨员工编制身份如何影响组织承诺，以及这一影响过程是否受内在薪酬感知的调节作用。281份有效问卷的研究结果表明：员工编制身份对组织承诺有正向影响；内在薪酬感知在“编制身份-组织承诺”关系中部分起负向调节作用，即内在薪酬感知能够部分减少“双轨制”带来的员工价值认同、回报以及继续留在组织意愿的差距。内在薪酬感知的具体调节作用存在差异,即内在薪酬管理并不如预想中有效。文章对国有企业雇佣制度的理论研究和管理实践具有一定的启示意义。

Employee Establishment and Organizational Commitment in State-owned Enterprises:The Moderating Effect of Intrinsic Rewards Perception

As the cornerstone of socioeconomic development,state-owned enterprises (SOEs) shoulder a great historical and realistic mission,and employees of SOEs,as the first element of enterprise development,have a very important influence on enterprise development in terms of their organizational commitment.From the perspective of identity,based on the theory of social identity threat,this paper discusses how employee establishment affects organizational commitment,and whether this impact process is moderated by intrinsic reward perception.281 valid questionnaires were returned,and the results show that:employee establishment has a positive effect on organizational commitment; intrinsic reward perception partially negatively moderates the “Employee Establishment Organizational Commitment” relationship.That is,the intrinsic reward perception partially reduces the gap in employee value recognition,reward and willingness to remain in the organization caused by the “Two-Track System”.In addition,the results of this paper suggest that the specific moderating effect of intrinsic reward perception varies.That is,the intrinsic reward management is not as effective as expected.This paper has implications for both theoretical and management practice in SOEs' employment systems.