团队薪酬差距和激励强度:测量、影响因素及作用机制

发布时间：2018-06-28 07:45

本文选题：团队薪酬分配 + 团队薪酬　；参考：《中国人力资源开发》2017年12期

【摘要】：受经济学个体化研究视角的影响,薪酬分配研究多侧重于个体薪酬的研究。相对于个体薪酬计划而言,团队薪酬计划有着不同的付薪逻辑。相较传统型组织结构,团队成员之间具有高度相互依赖性,职位系统相对灵活,内部人际交往压力也处于较低水平。这些特征使得传统的薪酬概念在团队层面的应用存在一定局限性。因此,本文将从团队薪酬结构出发,侧重于分析团队薪酬结构特征的关键要素:薪酬差距和激励强度。在此基础上,本文重点分析了薪酬差距和激励强度的各种影响因素,如团队情境、组织情境、社会情境等,以及通过团队激励和竞争、团队过程、团队心理等作用路径对团队绩效产生的影响。最后,本文对团队薪酬分配的未来研究方向进行了总结与展望。
[Abstract]:Influenced by the perspective of individualized research in economics, the research of salary distribution focuses on the study of individual compensation. Compared with individual compensation plan, team compensation plan has different pay logic. Compared with the traditional organizational structure, the team members are highly interdependent, the position system is relatively flexible, and the internal interpersonal pressure is also at a lower level. These characteristics make the application of the traditional salary concept in the team level have some limitations. Therefore, from the perspective of team compensation structure, this paper will focus on the analysis of the key elements of the characteristics of the team compensation structure: pay gap and incentive intensity. On this basis, this paper focuses on the analysis of the pay gap and incentive intensity of various factors, such as team situation, organizational situation, social situation, and through team motivation and competition, team process, The effect of team psychology on team performance. Finally, the future research direction of team compensation allocation is summarized and prospected.
【作者单位】：南京大学商学院;江苏省广播电视总台(集团);
【基金】：国家自然科学基金项目“中国企业雇佣关系模式与人力资源管理创新研究”(71332002) 国家自然科学基金项目“高参与工作系统对员工间帮助行为的影响:关系氛围的作用机制”(71572077) 2014年度江苏省宣传文化系统“五个一批”人才项目“文化创意团队薪酬分配对工作绩效的影响机制研究”资助
【分类号】：F272.92

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