Through our Making Smart Benefit Choices Survey, Mercer asked more than 10,000 workers in 10 markets (US, UK, Ireland, Canada, Brazil, Spain, France, Italy, China and Hong Kong) around the world which benefits they value most and whether they’d be willing to pay extra for certain voluntarybenefits.
人力资源公司美世达信开展了一项名为“选出明智的福利”的调查活动，参与调查的员工来自全球十个市场（美国、英国、爱尔兰、加拿大、巴西、西班牙、法国、意大利、中国和中国香港），涉及一万多名员工。调查的内容包括他们最重视的福利项目是什么，以及他们是否愿意自费获得某些福利。
Given the choice, employees worldwide tend to select benefits that offer immediategratificationrather than those that potentially deliver value over the long term. In fact, an extra week of paid time off was among the top-three employee choices in seven of the ten markets surveyed. Underscoring this trend of “immediacy” over longer-term benefits, employees selected a salary increase over all benefit offerings listed in the survey (except in Canada where paid time off edged out a salary increase).
从共性上来看，全球的工作者都倾向于选择可以即时享受的福利，而不是那些需要长时间才能看到的利益。事实上，在接受调查的10个市场中，有7个市场的员工都把带薪休假排在了最看重的福利前三名。能够最明显表现出员工重视现时福利的一点是，全球的员工都把加薪当做是首选的福利（不包括加拿大，加拿大的员工更看重带薪休假而不是加薪）。
As to the employees in Chinese mainland,“I would rather have a salary increase, daily commute subsidiesor help with my housing plan than any other benefits.”
对于中国大陆的员工来说，“我更看重加薪、交通补贴或者住房补贴。”
（图片来自于美世达信）
Respondents were asked to rank 13 types of benefits. Not surprisingly, a ￥2,500 salary increase received the highest ranking, with 18% of respondents indicating this was the most preferablebenefit. The benefits that come closest to delivering the same perceived value to employees as a salary increase are a ￥2,500 increase in employer contributiontoward daily commutecosts and a supplementaryemployer contribution of ￥2,500 to the housing program. These results were fairly similar across genders and locations.
中国大陆的受访者要求在13种不同的福利中，根据最看重的程度，按序排列。正如预料得一样，2500元的加薪排在了首位，18%的受访者最喜欢加薪这项福利。员工眼中最接近2500元加薪的福利是2500元的交通补贴和价值2500元的住房补贴。这些调查结果在不同性别和地区之中的受访者中并没有较大差别。