经营者薪酬激励的理论和实证分析

【作者】 冯蔚；

【导师】 杨河清；

【作者基本信息】 首都经济贸易大学 ， 人力资源管理， 2003， 硕士

【摘要】 斯蒂格利茨曾提到，缺少有效的激励，或许更准确地说社会主义经济提供的激励并没有直接作用于提高经济效率，是社会主义经济失败的主要原因之一。所以，我国的经济体制改革应该更加关注企业的激励问题，特别是对经营者的激励。因为在现代企业制度下，经营者是推动变革的主导力量，他们的能力和努力程度决定了企业绩效。因此，本文将写作的着眼点放在体现企业激励核心的薪酬激励上，试图站在经营者的角度，考察经营者对企业薪酬激励的态度和满意感。 全文从理论出发，首先运用需求理论和人生发展周期理论分析经营者现阶段的主导性需求与满意度，接着探讨了绩效、满意感与薪酬激励效果的关系，指出由于满意感与绩效有着密切的关系，所以研究经营者对薪酬的态度，可以判断出激励的效果，然后分别从薪酬水平、薪酬结构和薪酬文化三个方面进行了具体的分析。笔者在实证部分主要运用真实的第一手调查数据对理论分析进行了论证和补充。最后在结论中得出了经营者的薪酬机制框架。更多还原

【Abstract】 One of major causes responsible for economy failure of Socialism is short of effective incentive, or to be exactly the incentive has not work in increasing the economics efficiency. That is why the reconstruction of incentive system in the enterprises should be drew more attention, particularly of top managers, for they have taken the leading role in organizational transformation and their capacity and endeavor hold the deciding factor for the enterprise performance. This thesis studies the essential of incentive, the compensation, discusses the attitude and pay satisfaction of top managers.In the first part of the thesis, the author analyzes the dominant need of managers upon the theory of need as well as developing period of life. And then discuss the correlation among performance, satisfaction and incentive, pointing out that since there is a relationship between satisfaction and performance, the effect of compensation can be judged, supported by the specific analysis on pay level, pay structure and culture. In the second part, the first hand data from salary investigation for top managers will be demonstrated to reinforce the theory part. The thesis ends up with a frame showing the incentive mechanism and some suggestions for the compensation reform.更多还原