Research On Compensation Satisfaction Of Human Resource Administrators In Enterprises

Compensation satisfaction is an important factor of human resource management in an enterprise, and it affects employees' working attitude and job performance. Human resource administrator's compensation satisfaction is worth researching into. However, the relative special and systematic research on the research is not existed in previous documents. With human resource administrators in enterprises as the study, object, this thesis theoretically and empirically researches into dimensionalities of human resource administrator's compensation satisfaction, condition of compensation satisfaction, and the relation among organizational justice, positive and negative affect, job performance. At the same time, a suggestion of raising human resource administrator's compensation satisfaction has been put forward.Firstly, based on the Theory of Compensation Satisfaction (meaning of compensation satisfaction, Equity Model, Discrepancy Model, Modified Discrepancy Model, composed dimensionalities, influencing factor, effect, etc.), Organizational Justice Theory, Positive and Negative Affect Theory, and Job Performance Theory, this research proposed hypothesis with traits on the enterprise human resource administrator. Secondly, based on PSQ Scale (1985) by Heneman and Schwab, a specific Compensation Satisfaction Scale was formed with measuring item as added items. At the same time, inquired students of Human Resource Administrator Training Workshops in Pearl River Delta Region with questionnaire which formed with practical scales on organizational justice, positive and negative affect, and job performance; and collected all the data for reliability and validity analysis. Conducted Factor Analysis, One-Way ANOVA, Independent-Sample T Test, Correlation Analysis and Linear Regression with SPSS 13.0 software, and proved the hypothesis proposed before. Finally, put forward a suggestion of raising human resource administrator's compensation satisfaction, and indicated the contribution, limitation and prospect for this research.The theoretical hypothesis proposed in this research was well proved by the empirical study, with conclusions as followed. First, human resource administrator's compensation satisfaction was composed by compensation level, welfare, noneconomic return, compensation increase, compensation structure and management. Second, the noneconomic return was important composed dimensionalities of the compensation satisfaction to the human resource administrators in enterprises. Third, the compensation satisfaction showed no significant differences in different types of the human resource administrators in enterprises. Forth, organizational justice and positive affect had positive impact on the compensation satisfaction and job performance. Fifth, the negative affect showed no significant effect on compensation satisfaction and job performance. The last but not the least, there was positive impact on the job performance of the human resource administrators in enterprise by compensation satisfaction. These conclusions had great referring significance on the multi-approach improvement of compensation satisfaction to the human resource administrators in enterprises.