| dc.description.abstract | Nowadays, most of enterprises are facing with the problem that is the competition of fierce talent competition in general. The mechanism of the enterprises to seek, use and retain talent employees requires continuing innovation and development. As an important part of the overall salary, welfare is also a human resource strategy to motivate employees. The head-to-head equality welfare measures used to the traditional employee welfare system in the enterprises without any difference among employees in the past, ,that gradually failed to meet the needs of employees at different levels. From the time goes by and move to the current time, as the rise of labor awareness that make the enterprises want to ask the welfare system they provided if meet the requirements of employee expected indeed; if they really could grasp the key demands of employee while communicating with employees during the time of practicing welfare policy? As results, the purpose of this study is finding out whether different flexible benefit design will result in the difference of employee satisfaction. Then, from the perspective of employee welfare perception and participation perception, we can find out what the impact will be on employee welfare satisfaction.
The experimental questionnaire method was adopted in this study, and the written questionnaire was filled in anonymized. 332 questionnaires were issued, and the recovery rate was 100%. After sorting out 320 valid questionnaires, the effective questionnaire recovery rate was 96.3%. The data of valid questionnaires were analyzed by SPSS system, and the results indicated that (1) Different employee benefit designs have significant differences in the degree of satisfaction of employee. (2) there was a significant positive correlation between employee welfare item resilience perception and welfare satisfaction. (3) There is a significant positive correlation between employee benefit amount elasticity perception and benefit satisfaction of employee. (4) There is a significant positive correlation between employee welfare organization culture perception and welfare satisfaction of employee. (5) Perceived employee welfare participation has a significant positive correlation with welfare satisfaction of employee. | en_US |