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心理和经济因素共同塑造了薪酬体系,促使员工的工时超过合理的经济交换预期。本文详细阐释了三种薪酬激励系统及其鼓励员工超时工作的原因:按照时间单位支付工;按照个人绩效标准支付工资;按照锦标赛薪酬模式决定薪资增长。薪酬体系的影响来自损失厌恶带来自我强化,源于收入禀赋效应以及沉没成本偏差。本文还考虑了组织人力资本的意义,提出了薪酬体系与组织可持续发展实际相关的曲线关系,如与组织人力资本长期维护间的关系。
Psychological and economic factors together shape the pay system, prompting staff hours beyond a reasonable economic exchange expectations. This article explains in detail three types of compensation incentive systems and the reasons they encourage them to work overtime: paying workers on a time basis; paying wages in accordance with individual performance standards; and determining wage increases based on tournament pay patterns. The impact of the compensation system comes from self-reinforcing loss aversion, from income endowment effects and sunk cost bias. This paper also considers the significance of human capital organization and puts forward the curvilinear relationship between the remuneration system and the actual sustainable development of the organization, such as the relationship with the long-term maintenance of the human capital of the organization.