1、畢業論文外文文獻翻譯 學 院： 商學院 專 業： 工商管理 學生姓名： 學 號： 指導教師： 2016年6月Western enterprise employee benefits satisfaction research commentary Abstract: in recent years, the western enterprise management scholars pay more and more attention to X- welfare satisfaction theory research, because of employee benefits satis

2、faction will directly affect their work attitudes, behaviors and enterprise management work. This article provides an overview of the western enterprise employee benefits satisfaction theory research present situation, and based on the theory of organizational justice and the double factor theory, t

3、o explore the welfare management decision justice and different kinds of benefits to the employee satisfaction effect, finally to China's enterprises to strengthen welfare management and puts forward some proposals. Key words: welfare; satisfaction; organizational justice; double factor theory O

4、ne, the development trend of enterprise welfare policy Employee salary welfare is an important part of the. In recent years, more and more enterprises to provide good benefits, in order to attract, motivate and retain excellent employees. Corporate welfare policies appeared the following trends: (1)

5、 the welfare in employee compensation combination in the proportion increases, businesses pay welfare cost increased substantially. (2) the staff must also bear part of the cost of welfare. Enterprise employees to provide all the benefits of the past. At present, many employees must bear part of med

6、ical insurance, endowment insurance charge. (3) enterprise welfare system becomes more and more complex, more diverse forms of welfare, managers need to spend more time and energy to engage employees welfare system design and management. Many enterprises in the formulation and implementation of welf

7、are system less consider the employee's reaction. For example, some enterprises in order to reduce welfare costs, using flexible benefits system, or be part of welfare management outsourcing work to other companies, without considering the employee satisfaction. Many scholars think, enterprise m

8、anagement personnel in the formulation and implementation of welfare system must be considered when the responses of employees. The empirical study shows that, the staff of welfare satisfaction will directly affect the welfare effect. Two, employee benefits satisfaction theory research overview Sinc

9、e the nineteen sixties, western enterprise management academia on employee compensation theory has done a lot of research. However, enterprise management scholars have less research staff welfare theory. In the existing literature, European and American scholars mainly from welfare incentive effect,

10、 employee welfare program comprehension and preferences, welfare and salary satisfaction, employee benefits satisfaction of employee welfare theory. The United States of America scholar via meal (Barton I. .Weathington ( I ) and Tanqieke. OIS E.Tetrick ) points out, the enterprise management science

11、 in the welfare of the staff of the research results have the following drawbacks: (1) many scholars actually is the study of the employees salary satisfaction or job satisfaction, instead of the employee benefits; (2) the majority of scholars only on the welfare effect on employees, but ignore vari

12、ous welfare for employees work attitude and work behavior; (3) enterprise management theory researchers mainly from enterprise's angle to study the welfare system, but rarely consider the employee attitudes towards welfare. In recent years, the western enterprise management academia gradually st

13、rengthened to the welfare of the staff degree of satisfaction research. I. employee benefits satisfaction measurement In 1985, American scholar Heneman ( Herbert G.Heneman ) and Xiwobu ( Donald P.Schwab ) compiled a consists of 18measuring components of the " employee satisfaction" scale (

14、 pay satisfaction questionnaire, PSQ). They used the following four items to measure employee benefits satisfaction"": (1) the complete set of employee benefits satisfaction; (2) the staff of the enterprises pay welfare expenses amount of satisfaction; (3) employee welfare value satisfacti

15、on; (4) employee welfare class satisfaction. Many European and American business management scholars in the empirical study to the welfare of the employees salary satisfaction satisfaction as a component, the PSQ scale of employee benefits satisfaction measurement. Now, many western scholars on empl

16、oyee benefits satisfaction were more in-depth study. Many scholars believe that the welfare of the staff satisfaction is a multi-dimensional concept. American scholar Denho ( Carol Danehower ) and Lust ( John A.I.ust ) points out, employee benefits satisfaction should include employee pay welfare co

17、st and enterprise provided them with the welfare of a complete set of quality satisfaction. They designed a composed of 11 items of employee benefits satisfaction scale ( benefit satisfaction ques, tionnaire, BSQ), from the two aspects of employee benefits satisfaction measurement. They are a series

18、 of empirical studies support the welfare of employees ' satisfaction is a concept. However, they also found some of the items in BSQ scale can be a good measure of satisfaction with the quality of employee welfare. Therefore, their impact on BSQ scale were modified, and two items were added to

19、the United States, and in 19952815a university employee questionnaire. The data analysis results show that, the new BSQ scale of 13 items belonging to the staff on the welfare and satisfaction with the quality, the welfare costs of satisfaction, satisfaction of welfare information in three dimension

20、s. According to their results of the data analysis, pointed out the welfare of employees ' satisfaction is a multi-dimensional concept. However, the Canadian scholar Tran Bray ( Michel Tremblay ) et al. The empirical results do not support Denho and Lestat 's point of view. They found, emplo

21、yee benefits satisfaction is a single dimensional concept. American scholar Miceli ( Marcia P.Miceli ) and Ryan ( Matthew C.Lane ) put the welfare of the staff satisfaction is divided into two categories: one category is the staff on the welfare level of satisfaction, it is employee feeling" sh

22、ould be" and" get" the welfare effect of differential; another kind is the staff on the welfare system satisfaction. This kind of satisfaction not only by the staff of the enterprises" should be" and" practical" welfare system in view of the impact, but also by ind

23、ividual preferences, enterprise welfare system flexibility, benefit management program, between management and staff communication effects. In addition, some European and American scholars according to the provided for employees to study staff welfare projects for a certain class of welfare satisfac

24、tion, such as employee medical insurance, pension satisfaction. " In short, so far, Europe and the United States business management of employee benefits satisfaction components and its measurement method has yet to reach a consensus. 2employee benefits satisfaction on employee work attitudes a

25、nd behaviors are affected by many scholars of the empirical results show that, the welfare of the staff satisfaction will directly affect their work attitude and work behavior. The staff of his to enjoy the welfare satisfaction, will increase their job satisfaction, a sense of belonging and enterpri

26、se management of the trust, and reduce their turnover intention. Three, welfare decision justice on welfare effect of satisfaction Scholars from different angles of the welfare of the staff satisfaction factors. Some scholars mainly study the employee's personal characteristics, psychological ch

27、aracteristics on employee benefits satisfaction, some other scholars mainly study the justice on employee benefits satisfaction effect. The empirical results show that, the welfare decision justice is the impact of employee benefits satisfaction are important factors. According to the theory of orga

28、nizational justice, welfare management fairness includes result fairness, procedural justice and interactive justice. 1welfare management of the result fairness Employees from enterprises enjoy welfare level is usually affecting their welfare satisfaction are important factors. According to the Amer

29、ican scholar Adams ( Stacy Adams ) of the fair theory, employees will be for yourself and others gain ratio were compared, determine the distribution of fair results. "" refers to the enterprise to provide a variety of benefits, including medical insurance, endowment insurance, unemploymen

30、t insurance and holidays;" lost" refers to the staff at work to input a variety of resources, including our own work experience, level of education and skills. Employees will be on their own and enjoy the benefits of the reference object of comparison. Reference object including colleagues

31、 or other similar enterprise employee welfare, his past welfare, he needs or wants to get welfare. Employee comparison results will directly affect their level of satisfaction of welfare. If employees feel that their loss is below the reference object. They will be unhappy; instead, they are more li

32、kely to be satisfied with the result of the distribution of welfare enterprises. Staff's personal characteristics, work environment, enjoy the benefits of different levels, they judge the result fairness criteria may also be different. 2benefits in the management of procedure justice Welfare man

33、agement of the procedural justice refers to the welfare enterprises decision-making process is fair. Many western scholars research results indicate, employee participation in corporate decision-making process, can strengthen their sense of fairness and satisfaction. If employees have the opportunit

34、y to express their views on enterprise welfare system, to participate in the formulation and implementation of corporate welfare system process, will improve the welfare and welfare system satisfaction. Canadian scholars such as Chebre of Canada employee benefits satisfaction conducted two empirical

35、 study. They found that, compared with result fairness, procedural justice on employee benefits satisfaction have a greater impact.分享到 翻譯結果重試抱歉，系統響應超時，請稍后再試· 支持中英、中日在線互譯 · 支持網頁翻譯，在輸入框輸入網頁地址即可 · 提供一鍵清空、復制功能、支持雙語對照查看，使您體驗更加流暢 3benefits in the management of interpersonal justice Welfare

36、management of interpersonal justice refers to the management staff in the welfare management and general staff communication fairness. Employees are usually not necessary management approval, can according to their types, age, rank, or according to the employment contract to obtain the majority of w

37、elfare. However, they must get management approval, can enjoy some benefits. For example, managers on the staff of the vacation time, sick leave, personal leave, vacation benefits have a direct decision. Therefore, the welfare management, managers treat employees attitude and can also affect employe

38、e satisfaction of welfare. Interpersonal justice include: (1) interpersonal justice, refers to the managerial personnel in the formulation and implementation of the welfare system in the process of respect for employees, concerned about the interests of employees; (2) the information fairness, refer

39、s to the management staff to transfer the welfare system information, interpretation of welfare distribution process and result. Management and communication between the staff is the important factor affecting the welfare of the staff satisfaction. _2 staff that managers and their contacts a fair co

40、mparison, the business will be welfare and welfare system satisfied with. Four, employee value welfare on the welfare effect of satisfaction Staff of the various welfare attention degree and different preferences. Therefore, enterprises to provide various types of welfare benefits to the employee sa

41、tisfaction will have different effects. American scholar Blau ( Gary Blau ), think, employee benefits satisfaction include employees of basic welfare satisfaction and employee on occupation developing welfare satisfaction. Basic welfare including vacation, sick leave, personal leave, work injury ins

42、urance, medical insurance, life insurance, retirement plans and other staff to meet the safety, security and other basic needs of welfare. Occupation developing welfare refers to the enterprise to meet the staff and improving employment ability, working skill needed welfare, including for employees

43、to continue learning, training opportunities, aid employee tuition, flexible employees' working and learning time, according to the staff of the diploma and degree certificates to reward employees etc. Blau pointed out that, along with the change of the concept of employee occupation, employees

44、pay more and more attention to the Developmental Welfare occupation. According to the traditional concept of occupation, enterprises provide job security and employee has the right to obtain various benefits, in exchange for loyalty, and is responsible for the employee's occupation development m

45、anagement. Since the nineteen eighties, in many enterprises," changing occupation" concept gradually replaced the traditional occupation concept. According to the changeful occupation idea, the staff responsible for their own occupation development management, employees to maintain good wo

46、rking performance, can continue to obtain employment, enterprise responsibility is to provide more opportunities for the development of occupation. The United States Boston University School of management professor Holzer ( Donglsa T.Hall ) points out, twenty-first Century is changeable employee occ

47、upation occupation. Staff to constantly improve their ability to work, to improve their work ability, increase their inaugural possibility. Therefore, many people attach more and more importance to" occupation development" welfare project, hope for their own enterprises to provide more opp

48、ortunities for the development of occupation. According to the American scholar Herzberg ( Frederick Herzberg ) of the double factor theory, enterprises lack of hygiene factors, causes of employee dissatisfaction, but health factors can not arouse the enthusiasm of the staff. Motivational factors ca

49、n enhance employees' job satisfaction, arouse the enthusiasm of the staff. Blau and others, the basic welfare health factors, occupation developing welfare is the motivating factor. Enterprises provide basic welfare, contribute to the stability of staff, to prevent employee to "find new job

50、" enterprises provide occupation developing welfare, can strengthen the employees a sense of belonging to the enterprise. Blau et al. The empirical results show that, employees usually pay more attention to the basic welfare, staff of the basic welfare satisfaction can enhance their welfare sat

51、isfaction, reduce their turnover intention; employee on occupation developing welfare satisfaction will enhance their sense of belonging to the enterprise of emotion. Different people may be attached to different welfare. For example, professionals may pay more attention to the development of occupa

52、tion of welfare. They are more likely to think that this kind of welfare that enterprises care employee occupation career development. The United States of America scholar via meal and Tanqieke empirical findings also support the idea. They pointed out that, most of the staff considers himself to be

53、 entitled to certain fundamental welfare. Enterprises to provide these benefits, not necessarily can improve employee satisfaction, but the enterprise does not provide these benefits, may cause employee dissatisfaction. In addition to the actual use of the welfare of employees, employees have the ri

54、ght to enjoy the benefits will also affect employee satisfaction. For example, many employees may not be used to provide the work-related injury insurance. However, if the employee know they are entitled to the benefits, so it would be more satisfactory. Five, to the enterprise management If the com

55、pany spent a lot of cost, provide a variety of benefits, but can not do welfare management, then it can enhance employee satisfaction and a sense of belonging. The author thinks, the enterprise may take the following measures, strengthen the employee benefits management, improve employee satisfactio

56、n, and then enhance the staff a sense of belonging to the enterprise. 1 to provide staff to provide the welfare enterprise employee welfare, can improve the employee satisfaction degree. Therefore, enterprises should understand the importance of various types of employee welfare. If the employee doe

57、s not require some benefits, enterprises can cancel the welfare benefits, in order to save cost. If the employee pay great attention to safety, security and other basic benefits, enterprises should try to increase employee satisfaction of basic welfare. If employees attach great importance to their

58、occupation career development, the enterprise should provide occupation development and welfare, to create more staff learning and development opportunities, so as to improve employee satisfaction. Companies to provide staff to welfare, that enterprises concerned about the interests of employees, to

59、 enhance a sense of emotional sense of belonging. At present, the United States of America some high-tech enterprises based on the information technology talented person's need, to provide them with free parking, car washing, washing, dental services such as" personal comfort" welfare, to attract and retain the shortage of information technology talents. In conclusion, in addition to the statutory welfare projects, enterprises can according to the needs of employees, to provide staff to