企业内部薪酬差距的效应:研究述评被引量：12

Effects of Intra-firm Compensation Dispersion: A Review of the Researches

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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。 The design of Intra-firm compensation dispersion is an important activity in compensation management. Scholars hold their different viewpoints of how compensation dispersion affects per- sonal and organizational performance. Tournament theory suggests that compensation dispersion pro- vides strong incentives to employees, leading to more work satisfaction, higher work efforts and im- proving enterprise performances. However, behavior theory suggests that greater compensation disper- sion 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.

作者刘宁张正堂

机构地区南京邮电大学经济与管理学院南京大学商学院

出处《管理学报》 2007年第6期839-843,共5页 Chinese Journal of Management

基金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)

关键词薪酬差距竞赛理论行为理论综述 compensation dispersion tournament theory behavioral theory overview

分类号 C931 [经济管理—管理学]

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