| 员工薪酬管理中激励边际效用递减问题的探讨 |
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| 引用本文： | 高永惠,沈鸿,陈军义. 员工薪酬管理中激励边际效用递减问题的探讨[J]. 湘潭大学学报(哲学社会科学版), 2007, 31(5): 82-85 |
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| 作者姓名： | 高永惠 沈鸿 陈军义 |
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| 作者单位： | 桂林工学院,管理学院,广西,桂林,541004 |
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| 基金项目： | 广西教育厅科研项目;广西教育科学科研项目 |
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| 摘 要： | 运用期望效应理论构建的薪酬模型,能克服传统薪酬方案存在的激励边际效用递减的问题。由多种不同薪酬组成成分综合而成的新的整体薪酬方案,员工可以根据个人的偏好自己选择一种薪酬方案,实现薪酬的个性化,使薪酬管理的激励效果最大化。
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| 关 键 词： | 人力资源管理 薪酬激励 边际效用递减 整体薪酬体制 |
| 文章编号： | 1001-5981(2007)05-0082-04 |
| 修稿时间： | 2007-03-05 |
Discussion on Marginal Incentive Effect Descending Issue in Staff Salary Administration |
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| GAO Yong-hui,SHEN Hong,CHEN Jun-yi. Discussion on Marginal Incentive Effect Descending Issue in Staff Salary Administration[J]. Journal of Xiangtan University(Philosophy and Social Sciences), 2007, 31(5): 82-85 |
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| Authors: | GAO Yong-hui SHEN Hong CHEN Jun-yi |
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| Abstract: | This article constructs a new salary model with the theory of expectation effect,it can overcome the problem of diminishing incentive marginal utility issues existing in the traditional salary plan.Owing to the new overall salary plan consisting of many kinds of different salary components,staffs can choose one of salary plans according to their personal preferences so as to realize the salary individuality,which can maximize incentive results of salary management. |
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| Keywords: | human resources management salary incentive diminishing marginal utility overall salary system |
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