摘要
团队薪酬的激励效应引起了越来越多的关注。以往的研究中采用了经济模型、实验方法和调查研究等方法,研究内容则涉及团队模式下个人薪酬与团队薪酬实施效果的差异、不同类型团队薪酬方式的激励效应,团队任务互依性对团队薪酬激励效应的调节作用,以及高管团队薪酬差距的效应等。未来需要加强团队薪酬设计的理论基础研究,利用现场数据进行实验研究或调查研究,并且关注团队特征、组织文化等因素对激励效应的影响。
The incentive effect of team compensation scheme did not get enough attention from scholars until the past decade.The past research use different research methods include ecomomic model,experiment study and survey research.The scope of these research focused on the different results of individual compensation and team compensation in the context of team pattern,the incentive effects of different team compensation schemes,the moderating effects of team task interdependence on the incentive effect of team compensation scheme and the effects of top management team compensation dispersion.This paper holds that in future the fundamental research of team compensation design,the laboratory experiment or survey study based on field data as well as the influence of team characteristics and organizational culture on incentive effect should be paid more attention to.
出处
《科学学与科学技术管理》
CSSCI
北大核心
2010年第11期176-181,共6页
Science of Science and Management of S.& T.
基金
国家自然科学基金项目"团队薪酬计划的激励效应研究"(70972038)
"团队多元性
行为整合与创新绩效的关系研究:以我国高科技企业研发团队为例"(70802028)
教育部人文社会科学研究项目"企业管理层薪酬差距的滞后效应研究:竞赛理论的视角"(07JC630010)
"我国高科技企业研发团队多元性
团队冲突与创新绩效的关系研究"(08JC630048)
江苏省软科学研究项目"促进技术创新的企业人力资源管理政策研究"(BR2009069)
关键词
团队薪酬
经济模型
实验方法
任务互依性
team compensation
ecomomic model
experiment study
task interdependence
