不平等厌恶与竞争意愿匹配效应的实验研究

发布时间：2018-02-04 09:29

本文关键词： 竞争意愿落后厌恶领先厌恶公平偏好模型实验室实验　出处：《中央财经大学学报》2015年09期 　论文类型：期刊论文

【摘要】：目前,学术界对于竞争机制激励效果的研究,还主要聚焦在获胜者奖金设置区间、竞争人数等外在因素,较少关注个体偏好与竞争机制的相互匹配效应。笔者遵循实验经济学的研究范式,通过设计需付出真实努力的工作任务和不同工资方式的实验来测度人们的竞争意愿,考察落后厌恶、领先厌恶与竞争意愿的作用机制,从公平偏好理论视角探寻参与者特征与激励机制的匹配关系。实验结果表明:(1)落后厌恶抑制了人们的竞争意愿,领先厌恶则不影响人们的竞争意愿;(2)男性被试和女性被试选择锦标赛工资形式的比例分别为54.762%和22.500%,被试竞争意愿较弱,且存在性别差异;(3)本实验中的被试较少关注他人及社会福利,表现得较为自利,其在修正的独裁者博弈中往往选择自己利益最大化的分配方案,而非双方都均等的分配方案。基于此,我们可以得出如下结论:高竞争强度的激励机制会导致部分高能力参与者没有被甄别,组织利用锦标赛等竞争性激励机制时,需要考虑其使用环境、参与者的社会偏好等。
[Abstract]:At present, the academic research on the incentive effect of competition mechanism is mainly focused on the winner bonus set interval, the number of competition and other external factors. Less attention is paid to the matching effect between individual preference and competitive mechanism. The author follows the paradigm of experimental economics. Through the design of real hard work tasks and different wage patterns of experiments to measure people's competitive will, to examine the backward aversion, leading aversion and competitive desire of the role of the mechanism. From the perspective of fair preference theory, this paper explores the matching relationship between participant characteristics and incentive mechanism. The experimental results show that: 1) backward aversion suppresses people's competitive will, while leading aversion does not affect people's competitive will. (2) the proportion of male and female participants choosing the salary form of championship was 54.762% and 22.500, respectively. The competitive will of the subjects was weak and there was a gender difference. 3) the subjects in this experiment pay less attention to others and social welfare, and show more self-interest. They often choose their own profit maximization distribution scheme in the revised dictators game. Based on this, we can draw the following conclusion: the incentive mechanism of high competition intensity will result in some high ability participants are not screened. When organizations use competitive incentive mechanisms such as tournaments, they need to consider their use environment, participants' social preferences and so on.
【作者单位】：河南工业大学管理学院;
【基金】：国家自然科学基金项目“新生代员工的偏好与信念特质——基于行为经济学视角和实验经济学方法的研究”(71172068) 河南省教育厅科学技术研究重点项目“新生代知识员工创新行为影响机理:互惠公平和组织信任视角的行为范式研究”(14B630029) 河南工业大学社科繁荣计划项目“组织信任、偏好特征与员工创新行为研究”(2013FRJH01)
【分类号】：F243
【正文快照】： 一、引言依据相对绩效进行奖励是一种常见的激励机制,如锦标赛等提供一定数量的职位晋升或者额外的奖金,这些竞争性激励机制不可避免地将参与者分成不同的等级,产生事后收益不均等现象。公平偏好理论认为人们不仅关注自身绝对收益,还会关注自身收益与其他参与人收益之间的差异

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