I 摘要 在当前的社会经济背景和银行业的行业背景下，农村商业银行为了更好地适应竞争 环境，提高自身竞争力，需要以人为本的改革激励机制，吸引优秀人才，调动员工热 情，激发员工潜能。 本文受限从相关的经济与行业背景出发，研究了国内外商业银行薪酬激励制度的相 关文献，发现国内外研究文献站在了不同角度对这一问题做了研究。并尝试从马斯洛 需求理论、赫兹伯格双因素理论等薪酬激励相关的基础理论出发，对具体的农商行薪 酬激励问题做深入的研究。由于本文选择的研究对象是秦农银行碑林支行，在文章第 三部分首先对该银行的基本情况、绩效考核现状以及当前的激励机制做了分析。在文 章第四部分，采用了问卷调查的方式和实证研究的量化思维，对秦农银行碑林支行现 有的激励机制进行深度剖析。从问卷情况可以发现员工对激励需求的总体情况，以及 不同年龄、不同职务、不同学历对于激励的需求，对于秦农银行碑林支行员工对于薪 酬激励机制的满意度也做了专项分析。实证研究则分析了各要素的影响程度及显著性 水平，进而找到影响薪酬激励机制的关键要素。最后根据研究结论，提出了现存问题 的解决思路和方案。 本文结论包括问卷的结论和对问卷实证研究的结论。从问卷结果以及秦农银行碑林 支行的薪酬实际分配情况来看，可以发现秦农银行碑林支行 17 年和 18 年的高工资系 数对应的收入和低工资系数对应的收入有较大差别。但工资系数的高低和员工职位的 高低存在密切关联，对于基层的柜员、机关员工、客户经理等，因为定级问题，只能 获得较低的工资系数，并且工资系数缺乏弹性，而行长级别、银行中层以及部门负责 人则能获得高的工资系数，并且系数有一定的弹性空间。在当前的分配体系下，高层 员工会充满工作热情，但高层员工数量少，代表性不强。从实证研究的结果可以看出， 银行员工对于绩效、激励的满意度，以及生理和安全需求的水平，会很大程度影响他 们对于整个薪酬体系的评价，说明在整个体系的建设、完善过程中应该重点关注这些 因素。因此，根据研究结论发现秦农银行碑林支行的薪酬激励制度仅仅能对少数人产 生激励作用。而作为公司中流砥柱的中层员工和基层员工，在公司的人数占比最高， 也最能反映整个公司的工作状态和精神面貌。对于中层和基层员工，由于工资系数过 低，以上才会出现较大的增长。所以，中层和基层员工无法享受到这一改变，因此和 高层的收入差距也就在此处显现。在这种不太合理的分配制度下，多数员工会缺乏工 作的积极性，因为他们清楚这种工资系数的鸿沟可能短期无法逾越，工资体系的整体 激励性出现了问题。而这些问题出现的原因主要是因为薪酬分配制度不合理，绩效管 理体系不够成熟，激励手段、制度及行为存在问题，薪酬激励机制老旧等。西北农林科技大学硕士学位论文 II 关键词，农商银行；薪酬；绩效；激励；实证研究ABSTRACT III ABSTRACT In the current socio-economic background and banking industry background, in order to better adapt to the competitive environment and improve their competitiveness, rural commercial banks need a people-oriented reform and incentive mechanism to attract outstanding talents, mobilize employee enthusiasm, and stimulate employee potential. Based on the related economic and industry background, this paper has studied the relevant literature of domestic and foreign commercial banks' salary incentive systems, and found that the domestic and foreign research literature has studied this issue from different angles. And try to start from the basic theories of salary incentives, such as Maslow's demand theory and Herzberg's two-factor theory, to make in-depth research on specific rural commercial bank salary incentives. As the research object selected by this article is Qinnong Bank Beilin Sub-branch, in the third part of the article, the basic situation of the bank, the current status of performance evaluation and the current incentive mechanism are analyzed. In the fourth part of the article, the questionnaire survey method and empirical research of quantitative thinking are used to deeply analyze the existing incentive mechanism of Qinnong Bank Beilin Sub-branch. From the questionnaire, we can find the overall situation of employees 'incentive needs, as well as the needs of employees of different ages, different positions, and different educational backgrounds. Qinnong Bank Beilin Sub-branch employees' satisfaction with the salary incentive mechanism is also analyzed. Empirical research analyzes the influence degree and significance level of each factor, and then finds the key factors that affect the salary incentive mechanism. Finally, based on the research conclusions, the existing ideas and solutions for solving the problems are proposed. The conclusions of this article include the conclusions of the questionnaire and the conclusions of the empirical research on the questionnaire. From the results of the questionnaire and the actual salary distribution of Beilin Sub-branch of Qinnong Bank, it can be found that there is a large difference between the income corresponding to the high-wage coefficient and the income corresponding to the low-wage coefficient of the Qinnong Bank Beilin Sub-branch in 17 and 18 years. However, the level of wage coefficient is closely related to the level of employee positions. For grass-roots tellers, agency employees, customer managers, etc., because of the grading problem, they can only get lower wage coefficients, and the wage coefficient lacks flexibility, and the level of president , Middle-level banks and department heads can get high wage coefficients, and the西北农林科技大学硕士学位论文 IV coefficients have some flexibility. Under the current distribution system, high-level employees will be full of enthusiasm for work, but the number of high-level employees is small and the representation is not strong. From the results of empirical research, it can be seen that bank employees' satisfaction with performance, incentives, and the level of physiological and safety needs will greatly affect their evaluation of the entire compensation system, indicating that during the construction and improvement of the entire system These factors should be focused on. Therefore, according to the research findings, it is found that the salary incentive system of Qinnong Bank Beilin Sub-branch can only provide incentives for a few people. As the mainstay and middle-level employees of the company, the number of employees in the company accounts for the highest proportion, and it can best reflect the working status and mental outlook of the entire company. For middle-level and grass-roots employees, the above will only show a large increase because the salary coefficient is too low. Therefore, middle-level and grass-roots employees cannot enjoy this change, so the income gap with top-level staff is here. Under this unreasonable distribution system, most employees will lack the motivation to work because they know that the gap in wage coefficients may not be overcome in the short term, and the overall incentives of the wage system have problems. The main reasons for these problems are the unreasonable salary distribution system, the immature performance management system, problems with incentives, systems, and behaviors, and the old salary incentive mechanism. KEY WORDS: Agricultural bank; compensation; performance; incentives; Empirical Research目 录 I 目 录 摘要...........................................................................................................................................I ABSTRACT ........................................................................................................................... III 第一章 导论..........................................................................................................................1 1.1 研究背景和目的............................................................................................................ 1 1.1.1 现实背景 ................................................................................................................. 1 1.1.2 学术背景 ................................................................................................................. 1 1.1.3 研究目的和意义 ..................................................................................................... 2 1.2 研究方法........................................................................................................................ 3 1.3 研究思路及框架............................................................................................................ 3 1.4 论文的可能创新之处.................................................................................................... 4 第二章 国内外研究综述......................................................................................................5 2.1 国外文献综述................................................................................................................ 5 2.1.1 银行业中的薪酬激励制度 ..................................................................................... 5 2.1.2 银行业绩与薪酬的关系 ......................................................................................... 5 2.1.3 针对银行高管的薪酬激励研究 ............................................................................. 6 2.2 国内文献综述................................................................................................................ 7 2.2.1 我国银行业需要科学激励制度的背景 ................................................................. 7 2.2.2 银行的薪酬激励研究 .............................................................................................. 7 2.2.3 我国学者的其它相关研究 ..................................................................................... 9 2.3 国内外研究评述............................................................................................................ 9 第三章 商业银行薪酬激励机制基础理论........................................................................ 11 3.1 薪酬与薪酬体系.......................................................................................................... 11 3.2 激励的类型与作用...................................................................................................... 11 3.3 薪酬激励的理论基础.................................................................................................. 13 3.3.1 国外主要理论 ....................................................................................................... 13 3.3.2 国内主要理论 ....................................................................................................... 15 第四章 秦农银行碑林支行薪酬激励机制现状与存在问题............................................17 4.1 秦农银行碑林支行基本情况简介.............................................................................. 17 4.2 秦农银行碑林支行的薪酬激励现状.......................................................................... 18西北农林科技大学硕士学位论文 II 4.3 秦农银行碑林支行的薪酬激励机制分析.................................................................. 20 4.3.1 绩效薪酬激励 ....................................................................................................... 20 4.3.2 荣誉薪酬激励 ....................................................................................................... 20 4.3.3 人才薪酬激励 ....................................................................................................... 21 4.4 秦农银行碑林支行薪酬激励机制存在的问题分析 .................................................. 21 4.4.1 秦农银行碑林支行的薪酬激励机制问题的表现 ................................................ 21 4.4.2 秦农银行碑林支行的薪酬激励机制的问题分析 ................................................ 22 第五章 秦农银行碑林支行现行薪酬激励机制存在问题的问卷调查与实证分析......26 5.1 问卷调查基本情况介绍.............................................................................................. 26 5.2 问卷调查结果统计分析.............................................................................................. 26 5.2.1 薪酬激励机制的满意度评价 ............................................................................... 26 5.2.2 员工对激励的总体需求情况 ............................................................................... 27 5.2.3 不同年龄的激励需求 ........................................................................................... 28 5.2.4 不同职务的激励需求 ........................................................................................... 29 5.2.5 不同学历的激励需求 ........................................................................................... 29 5.3 秦农银行碑林支行薪酬激励机制的实证研究.......................................................... 30 5.3.1 变量选择说明 ........................................................................................................ 30 5.3.2 模型设定 ................................................................................................................ 31 5.3.3 实证结果 ................................................................................................................ 31 第六章 秦农银行碑林支行薪酬激励机制改进思路........................................................33 6.1 优化考核激励 .............................................................................................................. 33 6.2 中长期薪酬激励机制 .................................................................................................. 34 6.3 提升薪酬激励机制的科学性和有效性...................................................................... 35 第七章 秦农银行碑林支行薪酬激励机制改进对策建议与方案....................................37 7.1 对策建议 ...................................................................................................................... 37 7.1.1 完善薪酬治理机构 ................................................................................................ 37 7.1.2 完善绩效考核体系 ................................................................................................ 37 7.1.3 丰富激励手段 ........................................................................................................ 38 7.2 员工薪酬调整方案...................................................................................................... 38 第八章 结束语....................................................................................................................40