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最优激励组合与绩效评价系统设计研究

Study on Optimal Incentive Mix and Performance Appraisal System Formatting
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摘要 本文在分析经典代理模型基础上,分别基于客观绩效评价和主观绩效评价分析了企业最优激励及其组合,并探讨了企业绩效评价系统设计的微观机理.研究结论认为,企业最优激励依部门(业务)类型,职位层次和任务结构不同而不同.对于任务结构明确,程式程度高的部门或业务,在评价过程中应降低主观因素,使评价更为客观公平;对于工作任务程序化程度低、绩效难以客观评价的类型,应当构建一种带有关系型心理契约的评价体系,降低对绩效过程的控制程度.
作者 马君
机构地区 西南财经大学工商管理学院
出处 《中国管理科学》 CSSCI 2006年第z1期760-765,共6页 Chinese Journal of Management Science
基金 西南财经大学创新人才培养基金资助(2005038)
关键词 激励 主观绩效评价 客观绩效评价 绩效评价系统设计
分类号 C936 [经济管理—管理学]
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参考文献17

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二级参考文献14

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共引文献20

中国管理科学
2006年 第z1期

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