外部公平

薪酬管理的目标是达到薪酬体系的内部公平和外部公平。

The aim of salary management is to obtain internal and external equity of salary system .

关注外部公平：基于大学教师岗位津贴的个案分析

On the External Equity : A Case Study of Post Subsidy System in Colleges and Universities

一般将外部公平、内部公平和员工公平看作是薪酬公平的三个层面。

The fairness of the salary mainly in three aspects : external fair , fair and employees within the fair .

基于外部公平性的高新技术企业研发人员宽带薪酬设计

Formulate Broadband Salary for R & D Employees in Hi-tech Enterprises on the Basis of a Principle of External Equality

薪酬管理必须考虑内部公平和外部公平，岗位评价有助于实现薪酬管理的内部公平。

Payment management must consider external and internal equity . Job evaluation contributes to the attainment of internal equity in payment management .

在此基础上，对公平理论中的内部公平、部门公平以及外部公平进行了定量研究。

On this basis , the author conducts quantitative study on internal equity , department equity and external equity in the Equity Theory .

分行应依据三个公平原则，完善内部公平性，增强个人公平性，提高外部公平性，以解决现行薪酬体系存在的问题。

To resolve the problems , it is imperative to stress the three principals , i.e. , internal justice , external justice and personal justice .

最后，本文分别从外部公平和内部公平的角度给出了大连市公务员津补贴规范管理的相关建议。

Finally , this thesis provides relative suggestions on the allowance management of Dalian civil servants from the view of outer fairness and inner fairness .

薪酬的内部公平性和外部公平性问题在薪酬管理中受到普遍的关注，但二者往往很难兼顾。

The internal and external pay equity issues have aroused a universal concern in the pay management , but it is often very hard to give attention to two .

第二部分实证借鉴国内其他学者研究高管薪酬内部公平的思路，首次对我国上市公司高管薪酬的外部公平与未来业绩之间的关系进行了实证研究。

Drawing on other scholars ' thinking for the internal equity , the second part of the empirical studies first tests the relationship between external pay gap and the future performance .

本文首先通过问卷调查的方式得出薪酬分配外部公平性对高学历员工的具体影响是：认为合理、感到不合理、消极工作和考虑离开。

This paper first survey by the way that external pay fair distribution of the highly educated staff , and the specific impact is : reasonable , unreasonable , negative work , and considering leaving .

建立一个面向员工的内部公平、外部公平和个体公平的良好的薪酬体系，能让员工会感觉到自己的工作获得了适当的回报，能够有效地吸引、激励和留住员工来实现企业的目标。

Establishing a staff-oriented , internal-equal and external-equal pay system , so that make employees feel that their contributions have adequate returns and then can effectively attract , motivate and retain staff to achieve business goals .

战略导向使我们明确了薪酬设计的方向和目标，岗位评价保证了薪酬设计的内部公平，薪酬市场调查保证了薪酬体系设计的外部公平性。

Strategic direction has given a clear direction and goal of the compensation design . Job evaluation could ensure internal equity of compensation design . In the end salary market survey could ensure the external equity of compensation design .

理论联系实际地说明了企业如何根据职位、技能和绩效，建立更符合外部公平、内部公平、个体公平和过程公平的现代企业薪酬制度的设计思想和原则，以及实施方法和流程等；

The study explain the company how to build theoretically and practically the more intestine equity , external equity , individual equity and processing equity thought and principle of compensation included with the way of realization and flow according to position , skill and performance .

由于工资的外部不公平性，积累较多人力资本的教师在不公平感与比较利益的影响下，通过流动争取自己更大的幸福。

Because of the external inequality in salary and under its influence and after a comparison of benefits , the teacher who has had enough human capital will seek his maximum utility by means of changing his job .

挤入公司，在和内在的和外部的生意公平价值交易的这一个议题的另外的一个文章的危险。

Another article in this issue of Fair Value deals with internal and external business risks that impact companies .

和谐社会应是以社会稳定为外部特征，以公平正义为内在精神，并具有健全的利益整合机制和矛盾处理机制的社会。

Harmonious society is a society that has a complete benefit conforming mechanism and contradiction handling mechanism with social stability as its external feature and equality and justice as its internal spirit .

在物质薪酬方面，从提高薪酬外部竞争力和内部公平性方面着手，并对各岗位设置不同的固定薪酬等级，预留薪酬的上升空间。

In the way of material compensation system , from an increase in pay of external competitiveness and internal equity aspects , and the positions set different levels of fixed pay , reserve pay up space .

通过介绍医院薪酬的概念、构成、内涵及主要功能等，重点论述了薪酬管理中应注意的若干问题，即薪酬的外部竞争性或外部公平性；

By giving an account of the concept , composition , connotation and chief functions of salaries in the hospital , the paper underlines a number of issues that ought to be stressed in the management of salaries , viz .