我指的不是那些没有获得公平薪酬或未能享受灵活工作方式的员工，他们对工作条件的不满是合理的。
I'm not referring to employees who are legitimately dissatisfied with their employment conditions due to, say, being denied fair pay or flexible work practices.
我对给与妇女更多消除工资差距能力的重要法案——公平薪酬法案——在参议院两次投票中受阻感到非常失望。
That's why I was so disappointed when an important bill to give women more power to stop pay disparities - the Paycheck Fairness Act - was blocked by just two votes in the Senate.
它还必须有一个对每个人都公平的利润和薪酬结构。
It must also be done with a profit and remuneration structure that is fair to everyone.
归根结底，当业绩可以公平衡量且主要取决于个人努力时，激励性薪酬是一项有效的工具。
The bottom line is this: Incentive pay is an effective tool in situations where performance can be fairly measured and where it is based largely on individual effort.
在这种情况下，根据业绩支付薪酬经常显得不公平而随意，结果反而会打消员工的积极性，而不是激励他们。
In these situations, pay for performance can often seem unfair and arbitrary, and the result can demotivate, rather than motivate, employees.
加德纳说：“人们真正需要的，除了丰厚的薪酬和公平的待遇，更重要的是工作的价值。”
"What people really want beyond being paid enough and being paid fairly is meaningful work," Gardner says.
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.
薪酬管理作为人力资源管理的核心内容，已有大量理论从内外公平角度和员工期望角度对激励性薪酬进行分析。
As the key content of HRM, the salary management has a lot of theories to analyze the motivational salary study from inside and outside equity theory and employee expectation theory.
问道工作的薪酬是公平的。
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.
工资结构是有效薪酬计划方案里很重要的组成部分，它可以确保支付给各个岗位的工资具有外部竞争力及保持内部公平。
Salary structures are an important component of effective compensation programs and help ensure that pay levels for groups of jobs are competitive externally and equitable internally.
实际上，公平合理的薪酬制度能够成为企业竞争优势的不竭源泉。
In fact, an equitable, reasonable compensation system could be the advantage of competition.
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.
首先，校董会确定大学只会实行新的薪酬制度，把所有同事纳入同一架构内，是公平而合理的。
First, the Council confirmed that the University is fair and reasonable to implement the NPRS, putting all the staff into one structure.
因此，采取性格测试等手段积极识别员工的公平心理偏好强弱，对企业制定恰当的薪酬激励制度具有重要意义。
So, it is very important for enterprises to screen the fairness preferences of employees by means of personality evaluation when designing optimal incentive systems.
作者在广东对10家宾馆进行了一次实证研究，探讨宾馆薪酬管理公平性、员工的薪酬比较结果对员工的薪酬满意感的影响。
The authors did an empirical study of 10 hotels in Guangdong to investigate into the impact of hotel emolument management justice and pay comparisons on employees' pay satisfaction.
本文以员工公平感为主要研究对象，探讨企业薪酬制度中工资结构与员工公平感之间的关系。
This article take staff fair feeling as main object of study, in discussion enterprise salary system between wage structure and staff fair feeling relations.
岗位工资建立在工作分析以及薪酬调查的基础之上，确保了岗位工资的内外部公平性。
It is established above base of job analysis and salary investigation so as to assure pay's equity and competition.
对薪酬战略、报酬公平感和员工忠诚度之间的关系进行了深入研究，并为薪酬方案的设计提供了一点建议。
The relationship among the strategic characteristics of compensation programs, the compensation fairness perception and the employee's loyalty were discussed in Chinese companies.
从微观角度对我国上市公司高管人员薪酬公平性的研究表明，上市公司高管人员薪酬公平性的增加将有利于公司效益的增长。
A microcosmic perspective research on Chinas listed companies executive salary equity demonstrates that an increase in salary equity contributes to company benefit growth.
采用分层回归分析方法检验“大五”人格对薪酬公平感与工作满意度的关系影响。
This paper is trying to examine the effect of "five-factor" model on the relationship between pay fairness perceptions and job satisfaction by means of stratification regression analysis.
例如：约73%的管理者和高管表示，公司员工得到了“公平的薪酬”，即员工薪酬达到了市场标准，并且符合员工的贡献。
Consider: About 73% of managers and executives say that employees at their companies are "paid fairly," meaning competitively with the marketplace and in line with what they contribute.
研究结果表明：企业薪酬存在内部公平性问题。
The result of the study shows: there are some problems of internal equity of salary in SOE.
其次，论文以TL发电公司薪酬管理公平性为研究对象，在介绍TL发电公司概况和原有薪酬管理的基础上，着重对公司薪酬管理内部公平性、外部公平性进行了分析。
Secondly, the paper focuses on TL Electricity Company as study object and introduces its present condition and compensation system and weight to analysis its internal fairness and external fairness.
在现代医院管理中，建立公正、公平、合理的薪酬体系显得尤为重要。
It is very important to establish a fare and reasonable compensation management system in modem hospital management.
在这种情况下，根据业绩支付薪酬经常显得不公平而随意，结果反而会打消员工的积极性，而不是激励他们。
In these situations, pay forperformance can often seem unfair and arbitrary, and the result can demotivate, rather thanmotivate, employees.
在这种情况下，根据业绩支付薪酬经常显得不公平而随意，结果反而会打消员工的积极性，而不是激励他们。
In these situations, pay forperformance can often seem unfair and arbitrary, and the result can demotivate, rather thanmotivate, employees.
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