摘要
组织成员的收入偏好影响其工作积极性,并最终作用于组织绩效。以往的相关研究主要把组织成员看作独立的主体进行分析,忽略了其他相关主体的收入偏好可能具有的影响。在特定组织中,各成员的收入偏好存在差异,因而在组织层面上表现出一定的分布特征,可以用均值、标准差、偏度和峰度等参数进行描述。本文通过建立一个多主体模型来分析组织内成员收入偏好的分布是如何影响特定主体的努力水平,进而影响亚组织(部门、项目团队等)的绩效。研究表明,组织内成员收入偏好的均值和标准差对其努力水平的影响较为显著,说明组织在招聘过程中要注意控制潜在员工收入偏好水平的高低和离散程度。
Organizational members＇ preferences for income affect his/her working efforts and organizational performance as a result. Current literature studied income performance relation on individual basis, neglecting the aggregate effects of group preferences for income on organizational performance. In this pa- per, a model is built to study the impact of group preference distributions on the sub-organizational performance in organizational internal labor market. Four parameters, including the mean, the standard deviation, the skewness, and the kurtosis, are selected to describe the mathematical characteristics of the group preferences for income. We find that the mean and the standard deviation of the group preferences for income significantly impact organizational members＇ efforts and the sub-organizational performance. It implies that the above two variables are among important control ones in selecting potential employees.
出处
《复杂系统与复杂性科学》
EI
CSCD
2006年第1期21-28,共8页
Complex Systems and Complexity Science
基金
国家自然科学基金(70572047)
教育部哲学社会科学创新基地"南京大学经济转型和发展研究中心"子课题"经济转型和发展中的人力资源研究"项目
关键词
收入偏好
多主体模型
亚组织
内部劳动力市场
preferences for income
multi-agent model
sub-organization
internal labor market
