【摘要】 国有企业激励制度变革是市场化改革的重要方面，是新时期深化改革的关键环节，但在实践中往往未得到妥善落实。然而，以往对国有企业激励制度变革执行不力的原因探索存在明显不足。鉴于国有企业激励制度变革对建立和完善现代企业制度和市场化经营机制的重要性，亟需探究阻碍变革落实的原因，以此为实践提供理论指导。基于权力的责任视角和权力的趋近-规避理论，以国有企业收入能增能减改革为现实背景，探讨管理者变革权力供需不一致对激励变革执行的影响，以及变革效能感的中介作用和变革人际冲突担忧的调节效应。以某国有商业银行收入分配改革为研究背景，对100个银行网点负责人和786名员工开展两阶段问卷调查，采用Spss 26.0和Mplus 8.3进行多项式回归和响应面分析，对假设进行检验。研究结果表明，与高需求-低接受变革权力相比，高接受-低需求变革权力使变革效能感更低。并且，变革效能感在变革权力供需不一致与激励变革执行之间发挥中介作用。此外，变革人际冲突担忧调节了变革权力供需不一致与变革效能感之间的关系，以及变革效能感的中介作用，即变革人际冲突担忧越高，上述效应越强。揭示了国有企业管理者变革权力供需不一致影响激励变革执行的作用机制，通过整合权力的责任视角和权力的趋近-规避理论，拓宽了该理论的基础。并且，通过发现变革效能感的心理作用机制和变革人际冲突担忧的权变效应，为从微观视角理解国有企业激励变革执行不力的原因提供了理论依据，同时为在实践中识别和解决国有企业激励变革执行过程中的阻力问题提供了实践启示。更多还原

【Abstract】 The compensation system change is very important to the market-oriented change and the deepening of the change of state-owned enterprises in the new era, but it is often not properly implemented in practice. In the previous studies, there is little research about the reasons why state-owned enterprises do not implement well. Because of the importance of the compensation system change of state-owned enterprises, it is urgent to explore the reasons that hinder the effective implementation of the compensation system change, so as to provide useful theoretical guidance for practice.Based on the responsibility perspective of power and the approach-inhibition theory of power, this study takes the compensation system change in state-owned enterprise as research background, to explore the incongruence between received and needed power affact change implementation. The mediating effect of change efficacy and the moderating role of the concern of relationship conflicts induced by change are also discussed. Based on compensation system change carried out by a stateowned commercial bank, this study collected data from the managers of 100 bank branches and 786 employees through a twostage questionnaire survey. Spss 26.0 and Mplus 8.3 software were used to adopt quadratic polynomial regression and response surface analysis.The results show that compared when needed power is high and received power is low, the change efficacy is lower when needed power is low and received power is high. Moreover, change efficacy plays a mediating role between the incongruence of received and needed power and implement change. In addition, the concern of relationship conflicts induced by change moderates the relationship between the incongruence of received and needed power and change efficacy, as well as the mediating effect of change efficacy. The higher the concern of relationship conflicts induced by change, the relationship between the incongruence of received and needed power and change efficacy and the mediating effect of change efficacy are stronger.The results reveal the influence mechanism of the incongruence between received and needed power on change implementation in state-owned enterprises. By integrating the responsibility perspective of power and the approach-inhibition theory of power, the theoretical basis of the approach-inhibition theory of power is broadened, the psychological mechanism of the change efficacy is identified, and the contingency effect of the concern of relationship conflicts induced by change is discovered. This study provides a theoretical basis for understanding why state-owned enterprises do not implement well from the micro perspective, and the useful practical advice for identifying and solving why state-owned enterprises do not implement in practice.更多还原