| 不同组织情景下薪酬给付基础研究 |
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| 引用本文： | 徐海波,王扬,李怀祖.不同组织情景下薪酬给付基础研究[J].软科学,2006,20(2):17-19,23. |
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| 作者姓名： | 徐海波 王扬 李怀祖 |
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| 作者单位： | 西安交通大学,管理学院,西安,710049 |
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| 摘 要： | 不同薪酬给付基础的激励作用要依赖于所处的组织情景,即薪酬的有效性具有非常强的背景依赖性。对三种薪酬给付模式:基于工作的薪酬、基于技能的薪酬和基于绩效的薪酬的设计偏差和匹配偏差进行分析,认为不同的薪酬给付基础不存在绝对的优劣,只有与特定的组织情景相结合才能发挥最大的激励作用。
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| 关 键 词： | 薪酬给付基础 组织情景 薪酬设计 |
| 文章编号： | 1001-8409（2006）02-0017-03 |
| 收稿时间： | 2005-10-14 |
| 修稿时间： | 2005-10-14 |
Research on Pay Basis in Different Organizational Context |
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| XU Hai-bo,WANG Yang,LI Huai-zu.Research on Pay Basis in Different Organizational Context[J].Soft Science,2006,20(2):17-19,23. |
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| Authors: | XU Hai-bo WANG Yang LI Huai-zu |
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| Abstract: | Effects of different pay bases depend on the special organizational context. The design error and match error of three basis modes are analyzed, including the job - based pay, skill - based pay and performance - based pay. It is concluded that none of them is absolutely superior to others, and its motivation effect be the strongest when the pay basis matches the given organizational context. |
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| Keywords: | pay basis organizational context compensation design |
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