摘要
探讨了近年来受到广泛关注的基于绩效的薪酬模式在运用于高校教师时带来的效果,重点讨论了在高校运用该薪酬模式时存在的不足之处,并用Homans的社会交换理论对这些缺陷存在的原因进行了解释分析。经过分析发现,单纯运用基于绩效的薪酬模式无法达到预期的激励效果,而综合运用基于胜任力的薪酬模式和基于绩效的薪酬模式会更加适合。
Since Performance-Related Pay has received extensive attention recently, this paper probes into the effect of it while applying to the university＇s teachers, emphasizes the disadvantages, and uses George Homans＇s Social Exchange Theory to explain and analyze the reason why these disadvantages exist. Through the analysis,it finds that the single usage of Perfomiance-Related Pay has httle real impect in motivating teachers,lut use Competence-Related Pay and Performanee-Related Pay synthetically will be more suitable
出处
《科技进步与对策》
CSSCI
北大核心
2005年第11期151-153,共3页
Science & Technology Progress and Policy
