摘要
建立工资标准系统的关键是确定职务工资率。职务间可比价值成分变异越大，对确定职务工资率的贡献也越大。根据以上研究设想采用方差分析方法进行职务评价。评价步骤包括：职务描述；对职务要素作主成分分析；对职务样本作聚类分析和判别分析；通过方差分析为可比价值各成分建构权重系数ωｉ。ωｉ‘满足：（１）ωｉ≥０；（２）Σωｉ＝１；（３）ωｉ，间可直接比较；（４）ωｉ的大小与对应的可比价值成分变异一致。最后将职务评价值线性变换为工资率。在线性方程中配一个常数。和调节系数α以适合组织的管理约束条件。配合两个企业内部分配改革的研究结果显示了方差分析法的有效性和实用性。
This approach is based on the postulation that the large variance of comparable job worth component leads to large contribution to pay differentials.The evaluation procedure was as follows:1)Job description by incumbents; 2)principal component analysis on the job description data; 3)job classification by hierarchical cluster analysis based on Ward's method 4)as the critical step,weight assessment for job comparable worth components by using variance analysis to generate evaluation points. A weight is to be greater than or equal to 0.These weights are to be compared directly with each other.The sum of weights is to be 1. And most important, the size of a weight is to match with the variance of the relative component; and 5)transformation from job evaluated points into pay rates. A constant c and an adjusting coefficient a in the transformation are estimated to fit the conditions of an organization.A total of 571 samples from 524 jobs in 2 organizations were evaluated with this approach.The results proved this approach effective and applicable.
出处
《心理学报》
CSSCI
CSCD
北大核心
1995年第1期91-97,共7页
Acta Psychologica Sinica
基金
国家自然科学基金
关键词
职务评价
方差分析法
可比价值
工资率
Job evaluation,Variance analysis approach, Comparable worth,Compensation system, Pay rates.
