薪酬差异与组织创新的关系:风险敏感理论的视角

The Relationship between Pay Dispersion and Organizational Innovation: A Risk-sensitivity Theory Perspective

创新是引领发展的第一动力,是建设社会主义现代化强国的必然要求。随着我国经济转向高质量发展阶段,当前急需创新的涌现。组织创新是创新中的主体,如何激发组织创新受到广泛关注。薪酬差异制度作为常用的激励手段,能否有效地促进创新?该问题的研究结果并不一致。以往研究在解释结果时普遍忽视了创新的风险性,在面对薪酬差异与组织创新的倒U型关系时已有理论也难以解释。然而,基于风险敏感理论分析,员工薪酬差异对组织创新的影响可能存在如下机制:薪酬差异增大会提高人的需求水平,当薪酬差异较小,创新收益可以满足需求水平时,薪酬差异会促进组织创新,而当薪酬差异过大,创新收益无法满足需求水平时,薪酬差异会抑制组织创新。本文最后还讨论了未来研究方向以及实践启示。

Innovation is the first driving force to lead development as well as the inevitable requirement of building a great modern socialist country.With Chinese economy entering a high-quality development stage, there is an urgent need for innovation.And organizational innovation is the main body of innovation.How to stimulate organizational innovation has attracted wide attention.Can the pay differential system, as a common incentive tool for organizations, effectively promote innovation?Extant results are far from consistent.This paper has pointed that the previous studies generally ignored the risks of innovation activities in their explanation of possible outcomes and the current theories have great difficulty in explaining the inverted U-shaped relationship between pay dispersion and organizational innovation.Based on the risk-sensitivity theory, the paper puts forward the idea that the increased pay dispersion will raise the level of human needs and that pay dispersion will promote organizational innovation when the pay dispersion is small and the benefits of innovation can meet the level of needs, while pay dispersion will inhibit organizational innovation when the pay dispersion is too large and the benefits of innovation cannot meet the level of needs.Besides, the practical implications and future research directions have been discussed.