| 企业内部薪酬差距的效应：研究述评 |
| |
| 引用本文： | 刘宁,张正堂.企业内部薪酬差距的效应：研究述评[J].管理学报,2007,4(6):839-843. |
| |
| 作者姓名： | 刘宁 张正堂 |
| |
| 作者单位： | 1. 南京邮电大学经济与管理学院
2. 南京大学商学院 |
| |
| 基金项目： | 国家自然科学基金重点资助项目(70732002)，国家自然科学基金资助项目(70672017) |
| |
| 摘 要： | 企业内部薪酬差距的设计是薪酬管理中的重要内容。学者们对于薪酬差距的效应的认识有很大差别:竞赛理论认为薪酬差距可以改善员工工作态度、提高个人和组织绩效;行为理论则认为薪酬差距过大会破坏员工的合作关系而有损于个人和组织绩效,这2种观点都得到了一些实证研究的支持。通过对这2种观点的总结和分析对今后的研究会有启发。
|
| 关 键 词： | 薪酬差距 竞赛理论 行为理论 综述 |
| 文章编号： | 1672-884X(2007)06-0839-05 |
| 修稿时间： | 2007年3月21日 |
Effects of Intra-firm Compensation Dispersion: A Review of the Researches |
| |
| LIU Ning,ZHANG Zhengtang.Effects of Intra-firm Compensation Dispersion: A Review of the Researches[J].Chinese JOurnal of Management,2007,4(6):839-843. |
| |
| Authors: | LIU Ning ZHANG Zhengtang |
| |
| Abstract: | The design of Intra-firm compensation dispersion is an important activity in compensation management.Scholars hold their different viewpoints of how compensation dispersion affects personal and organizational performance.Tournament theory suggests that compensation dispersion provides strong incentives to employees,leading to more work satisfaction,higher work efforts and improving enterprise performances.However,behavior theory suggests that greater compensation dispersion increases envy and dysfunctional behaviors among team members,adversely affecting personal and organizational performance.Both of these two theories are supported by some empirical studies.These two theories were reviewed,summarizing and analyzing their ideas.Future studies of this field are put forward. |
| |
| Keywords: | compensation dispersion tournament theory behavioral theory overview |
| 本文献已被 CNKI 维普 万方数据 等数据库收录！ |
