摘要
因委托代理关系的存在而产生的激励问题一直是理论界和实业界关注的焦点,但绝大多数成果是关于经营管理者的激励。一般效用模型为骨干员工的行为选择提供了理论分析框架,针对性的协调物质报酬和精神报酬激励强度,是缓解“二级代理矛盾”的手段之一。
In theory and of trust-agent relationship industry, people are focusing on motivation problems that caused by the existent and almost the studying conclusions are about top management of a organization. The general utility model provides a theoretical analyzing framework for activity choice of cadre employees. It can greatly smooth the sub-contradiction-between top management and cadre employees through coordinating material reward and immaterial reward.
出处
《经济与管理》
2006年第4期57-59,共3页
Economy and Management
基金
湖南省教育厅项目<中小企业战略实施能力研究>(05C754)成果之一
关键词
报酬
骨干员工
人力资源管理
reward
cadre employee
the management of human resources
