摘要
制度激励的基础或根本出发点是经济人理性假定,激励是针对每个人追求自身预期收益最大化经济行为,通过规范的制度安排来引导和约束企业员工,为实现组织目标而努力。在人力资源管理实践中,激励之所以往往成为"问题",很多情况下都与制度安排密切相关。制度激励问题的典型表现形态就是"搭便车"问题与"代理成本"问题,后者解决办法无外乎在如下四种方法之间做折中选择:直接监督解决法;契约完善解决法;股权激励解决法;声誉机制解决法。通过员工持股计划(ESOP)、管理者收购(MBO)或经理股票期权(ESO)等途径和方式实现人力资本股权化,是现代企业制度激励的必然选择。
The theoretical definition of 'Economic Man' is the fundamental basis of institutional motivation. Motivation, as for an person, is the economic activity, which maximizes an individual's profit expectation. Formal institution can be a way to guide and restrain employees to work for the realization of organizational goals. The problems about motivation, such as free rider problem, the agency problem, etc, have a bearing on institution in human resources management. The ways of institutional motivation include: Employee Stock Ownership Plan (ESOP), Management Buy-outs (MBO), Executive Stock Option(ESO), and Reputation Mechanism.
出处
《学习与探索》
CSSCI
北大核心
2004年第1期61-65,共5页
Study & Exploration
关键词
人力资源管理
制度激励
代理问题
声誉机制
human resources management
institutional motivation
the agency problem
the reputation mechanism
