When does incentive compensation motivate managerial behaviors? An experimental investigation of the fit between incentive compensation,executive core self-evaluation,and firm performance

We develop and test an integrative model that examines the fit between compensation schemes, executives' characteristics, and situational factors. We propose that a fit among all three factors is crucial to motivate desirable managerial behaviors. Using a specially designed management simulation, our study demonstrates that the effectiveness of incentive compensation to motivate managerial behaviors depends on executives' core self-evaluation and firm performance. Our results show that, relative to fixed salary compensation, executives with higher core self-evaluation respond to incentive compensation with greater perseverance, competitive strategy focus, ethical behavior, and strategic risk taking during organizational decline. However, these interaction effects are not present during organizational growth. Our theory and empirical evidence provide significant insights into the complex relationships among compensation schemes, executives' characteristics, firm performance, and managerial behaviors. Copyright © 2012 John Wiley & Sons, Ltd.     

论物流企业管理中激励制度的构建

在分析物流企业新生代员工的特点和物流企业激励机制存在问题的基础上,提出完善现代物流企业激励机制的措施和相应的考核方法,为物流企业管理提供一定的参考。     

企业内部的核心竞争力——价值型员工

本文主要从企业内部核心竞争力的构建入手,分析了当前知识经济社会中,对于一个要长期发展并取得效益的企业来说,与其对价值型员工的管理和价值型员工对企业的贡献息息相关,而价值型员工的流失对于企业来说则是一个重大的损失,因此本文进一步分析了价值型员工流失的因素以及通过何种方法留住这样的核心人才。     

浅谈有效建立企业激励机制

企业激励机制运用的好坏,直接关系到企业的兴衰成败。那么,如何才能运用好激励机制也就成为各个企业面临的一个十分重要的难题。笔者试图通过以下的几点来说明如何才能有效地建立企业的激励机制。     

激励方式影响制造业自主创新能力的比较分析

在我国诸多产业中,制造业处于核心地位,发挥了至关重要的作用。通过应用0LS方法对当前行业内不同激励方式所带来的效果进行比较分析,不仅研究了经费投入结构、专利获取比重和税收激励对制造业自主创新能力的影响,还考虑了国企产值比例、产业集聚程度和技术人员比重等因素的作用,总结出有益于制造业自主创新积极作用的因素。     

基于客户价值的厂商对经销商委托代理研究

厂商与经销商的委托代理关系是营销管理中的一种特殊而重要的关系,是决定企业经营成败的关键因素之一。本文着重分析道德风险下的委托代理模型,基于客户价值的角度改进原有激励模型,分析模型结果,并加以总结说明。     

我国能效电厂建设试点分析

介绍了能效电厂的概念，对广东、江苏等省份开展能效电厂试点建设的现状、组织管理体系、融资模式、激励政策以及实施效果等进行了分析，深入剖析了我国能效电厂试点过程中存在的主要问题，最后从政府和电网企业2个层面提出了促进我国能效电厂建设的有关建议。     

A model of person‐pay interaction: how executives vary in their responses to compensation arrangements

A wealth of research indicates that both executive characteristics and incentive compensation affect organizational outcomes, but the literatures within these two domains have followed distinct, separate paths. Our paper provides a framework for integrating these two perspectives. We introduce a new model that specifies how executive characteristics and incentives operate in tandem to influence strategic decisions and firm performance. We then illustrate our model by portraying how executive characteristics interact with a specific type of pay instrument—stock options—to affect executive behaviors and organizational outcomes. Focusing on three individual‐level attributes (executive motives and drives, cognitive frame, and self‐confidence), we develop propositions detailing how executives will vary in their risk‐taking behaviors in response to stock options. We further argue that stock options will amplify the implications of executive ability, such that option‐heavy incentive schemes will increase the performance of talented executives but worsen the performance of low‐ability executives. Our framework and propositions are meant to provide a starting point for future theorizing and empirical testing of the interactive effects of executive characteristics and incentive compensation on strategic decisions and organizational performance. Copyright © 2010 John Wiley & Sons, Ltd.     

Opening up the black box: a UK case study of top managers’ attitudes to their performance related pay

This paper examines the attitudes of the top managers within one large financial services organization in the UK to fixed and variable components of their compensation package. The rationale for performance-related pay for senior managers is to align their interests with those of the shareholders, but little is known about the views of top managers on the effectiveness of such incentives. The results suggest that the design of effective bonus systems is not just a technical issue: perceptions of market fairness with respect to the compensation package and the clear communication of goals are important in getting senior managers to focus on shareholder interests.     

Delivering International Management Education in China Using Tutored-Video Instruction Technology

ABSTRACT

This paper presents the results of a study of classroom performance and student attitudes of (on-site vs. the off-site) students enrolled in a distance education international management program leading to a MBA degree. The program was developed by the McLaren School of Business at the University of San Francisco and involves two large Hong Kong-based Chinese corporations. The off-site students of this distance education took classes at Hong Kong, Beijing, Shenzhen, and Guangzhou via Tutored-Video Instruction methodology. The students were highly satisfied with the program and its delivery. However, their performance was less than anticipated.