伴随旧的人口红利逐渐消失,非国有制造企业出现了较严重的用工荒,低劳动成本优势已不可持续,加之制造业的转型升级,对高素质劳动者需求增加,薪酬上涨成为必然。然而非国有制造企业在其管理实践中,没有发挥薪酬的激励作用,使员工工作积极性下降、劳资;中突频发,越来越难以吸引、激励、保留员工。因此如何有效激励劳动者积极性、更好地吸纳劳动力,成为非国有制造企业亟须解决的问题。本文基于效率工资理论、尝试引入总体报酬概念,通过对71家非国有制造企业的494份问卷调查数据进行分析,验证了劳动生产率在总体报酬五要素与吸纳劳动力关系之间的中介作用,证明了实施总体报酬管理能够激励企业员工的积极性与创造性,提高企业劳动生产效率,促进企业更好地吸纳劳动力。因此,建议非国有制造企业应转变管理理念、实行人本管理,进行差异化的总体报酬管理。 With the gradual disappearance of the old demographic dividend, non-state-owned manufacturing enterprises have experienced more serious labor shortage and the low labor cost advantage has become unsustainable. Coupled with the transformation and upgrading of manufacturing industries, the demand for high-quality laborers has increased, and the salary increase has become inevitable. However, non-state-owned manufacturing enterprises did not play the incentive role of remuneration in their management practices, which led to the decrease of employees’ enthusiasm for work and the frequent labor-management. As a result, it became increasingly difficult for them to attract, motivate and retain their employees. Therefore, how to effectively stimulate the enthusiasm of laborers and to better absorb the labor force has become an urgent problem to be solved by non-state-owned manufacturing enterprises. Based on the efficiency wage theory, this paper attempts to introduce the concept of total remuneration. By analyzing 494 survey data from 71 non-state-owned manufacturing enterprises, this paper verifies that labor productivity plays an intermediary role between the five elements of total remuneration and the labor force attraction. The implementation of the overall remuneration management can motivate the enthusiasm and creativity of employees, improve the efficiency of labor productivity, and encourage enterprises to better absorb the labor force. Therefore, it is suggested that non-state-owned manufacturing enterprises should change their management concept, implement human-based management and carry out differentiated overall compensation management.