报酬、持股与绩效

根据效率工资理论,企业的员工报酬,特别是企业经营者的报酬,对员工的工作努力程度有着密切的相互作用关系.     

基于心理收入的知识型员工激励与企业绩效关系研究

文章在考虑心理收入的前提下,建立了企业和知识型员工之间的委托代理模型,通过在不同心理收入水平下比较企业的业绩提成比例和员工的努力程度,分析了知识型员工激励与企业绩效的关系,研究结果表明要提高企业绩效就要进行旨在提高知识型员工心理收入的激励管理,同时要聘用满足岗位工作环境的知识型员工。得出了知识型员工面对完全满意的工作环境时的努力程度是在面对完全不接受的工作环境时的2倍。研究结果有助于企业在考虑知识型员工心理收入的同时合理建立更加有效的工资合同,为企业节约薪酬成本,提高企业绩效提供了定量方法和理论依据。     

保险行业团队型文化对组织绩效的影响

文章以保险企业为研究对象,首先利用OCAI量表识别出了保险行业的主导文化形态——团队型文化,继而探讨了团队型文化对工作绩效的路径影响。研究结果显示,团队型文化对工作绩效的直接影响并不显著,而是通过工作满意度的中介作用间接影响工作绩效。这一结果强调了保险行业管理人员在公司未来绩效提升方面应更加关爱员工,努力提升员工的工作满意度。     

国有企业激励机制与员工努力程度的博弈分析

文章建立了一个完全信息博弈模型,对企业实施激励与员工努力程度进行了分析,发现员工是否努力工作受激励机制中激励报酬、惩罚和员工努力成本因素的影响。当员工的努力成本比上报酬和惩罚的总和大于一定值时,员工会选择努力工作,反之则不努力工作。     

知识员工组织承诺、职业承诺问题研究

随着组织内知识员工数量的不断增多,管理越发受到重视。本文针对知识员工的特点对其组织承诺、职业承诺的影响因素进行分析,论述了二者对知识员工工作满意度和工作努力度的影响。通过提高知识员工组织承诺和职业承诺的水平,提高工作满意度和努力度。并针对如何提高他们的工作承诺和职业承诺提出了几点建议。     

薪酬发放应透明化

根据激励理论中的期望理论,当员工认为努力会带来良好的绩效评价从而带来更多的收入或其他奖励时,就会受到较大的激励进而付出更大的努力.因此,为使薪酬发挥激励员工努力程度最大化的功能,员工应该了解组织是如何评估绩效的,了解与不同绩效水平相联系的报酬水平.     

给予员工坦率的反馈

大多数经理都在努力解决对员工应该坦率到何种程度这一问题；对员工来说得到坦白而诚恳的反馈是多么重要。     

公平偏好下薪酬差距和努力选择的研究

从公平偏好的角度出发,运用经济学实验研究方法研究薪酬差距和努力选择之间的关系.研究结论表明,当员工处于下级的地位时,较多地表现出嫉妒偏好,在嫉妒偏好的影响下,薪酬差距与努力水平之间呈负相关关系.当员工处于上级的地位时,员工主要表现出同情偏好,而在同情偏好下,薪酬差距与努力水平之间呈负相关关系,但相关程度不高.     

如何激励员工

管理者都希望自己的员工拼命地工作,为组织创造更多的效益,要使员工在工作中付出最人的努力,管理者就必须对员工进行有效的激励,把员工的潜能焕发出来。     

执着追求 无私奉献——记河南省淅川县电业局局长严君国

为了调动员工工作的积极性，淅川县电业局每年都重点解决员工住房、子女就业、工资福利等热点难点问题。还先后投资200余万元建立员工文化活动中心、篮球场、门球场、羽毛球场、健身房等，努力改善员工工作环境。     

Offshoring and working hours adjustments in a within-firm labor market

Although a growing body of literature identifies the within-firm redistribution effects of trade, research on the adjustment processes in within-firm labor markets remains scarce. This study analyzes the within-firm adjustment of working hours and wages by considering workers’ educational background and gender in response to a change in offshoring. Matched worker–firm panel data in the Japanese manufacturing sector covering 1998 to 2014 are used. The analysis leads to the following three observations. First, offshoring does not significantly alter the skill premium and gender gap in terms of scheduled monthly salaries and scheduled hourly wages. Second, offshoring decreases skill premium in annual hourly wages, whereas it increases gender gap in annual salaries. Third, this uneven impact on annual variables arises from the different changes in overtime working hours: college graduates work longer with a lower overtime premium, whereas female workers do not increase overtime work.     

Labour Market Flexibility,Wages and Incomes in Sub‐Saharan Africa in the 1990s

Abstract: This paper provides an overview of how African labour markets have performed in the 1990s. It is argued that the failure of African labour markets to create good paying jobs has resulted in excess labour supply in the form of either open unemployment or a growing self‐employment sector. One explanation for this outcome is a lack of labour market ‘flexibility’ keeping formal sector wages above their equilibrium level and restricting job creation. We identify three attributes of labour market flexibility. First, whether real wages decline over time; secondly, the tendency for wages to adjust in the face of unemployment; and thirdly, the extent of wage differentials between sectors and/or firms of various size. Recent research shows that real wages in Africa during the 1990s may have been more downwardly flexible than previously thought and have been surprisingly responsive to unemployment rates, yet large wage differentials between formal and informal sector firms remain. This third sense of the term ‘inflexibility’ can explain a common factor across diverse African economies — the high income divide between those working in large firms and those not. Those working in the thriving self‐employment sector in Ghana have something in common with the unemployed in South Africa — both have very low income opportunities relative to those in large firms.     

MINIMUM WAGE POLICY AND ITS IMPACT ON EMPLOYMENT IN THE URBAN FORMAL SECTOR

Since the late 1980s, minimum wages have become an important plank of the Indonesian government's labour policy. Their levels have increased faster in real terms than those of average wages and per capita gross domestic product and, as a result, minimum wages have become binding for the majority of formal sector workers. This study finds that the imposition of minimum wages has a negative and statistically significant impact on employment in the urban formal sector. The disemployment impact is greatest for female, young and less educated workers, while the employment prospects of white-collar workers are enhanced by increases in minimum wages. Some workers who lose jobs in the formal sector and have to relocate to the informal sector face lower earnings and poorer working conditions.     

UNEMPLOYMENT AND RESERVATION WAGES IN WORKING-CLASS CAPE TOWN

Are the unemployed in South Africa ‘pricing themselves out of the labour market;’? This paper explores this proposition through an analysis of reservation wages in Cape Town's working class district of Khayelitsha/Mitchell's Plain. It argues that reservation wages are not out of line with predicted wages. This, in turn, suggests that unemployment in the area is not attributable to job seekers having unrealistically high reservation wages.     

Economic geography and inequality in China: Did improved market access widen spatial wage differences?

New economic geography (NEG) models predict that costly transport and the spatial distribution of demand affect the profits firms can earn in different locations, leading to higher wages for workers employed in cities with better geographic access to markets. In light of the ongoing economic integration and market reforms that occurred in China after 1995, we use three waves of Chinese Household Income Project (CHIP) data to measure the extent to which the influence of market access on wages changed and affected wage dispersion across Chinese cities over the next 12 years. Employing the gravity-based method of Redding and Venables (2004) to calculate the market access available to firms located in each city, we test whether the elasticity of the wage with respect to local market access increased over time. We find that in all three years market access of the worker's location has a positive and significant influence on the wage. Consistent with extensive labor market reforms of the late 1990s, the estimated wage elasticity doubles between 1995 and 2002 and is stable thereafter. Our estimates indicate that wages of all workers become more responsive to market forces in a manner consistent with NEG predictions, both skilled and unskilled and those working for state as well as private enterprises. We also provide evidence that these results are not driven by omission of other forms of agglomeration or by selection bias. Estimated spatial differences in nominal wages are large: a worker moving from an inland location to the coast in 2007 would have doubled his or her nominal wage. Counterfactual analysis indicates that spatial differences in market access contribute to wage inequality, but less so over time.     

Are Wages Too Low? Empirical Implications of Efficiency Wage Models

Firms may pay efficiency wages to enhance productivity. The conventional presumption is that efficiency wages are inefficiently high because they lead to unemployment that is also inefficiently high; government policies that lower wages raise output. Using a simple and general efficiency wage model, this paper finds a necessary and sufficient condition for the opposite conclusion. If the condition holds, wages are inefficiently low, leading to productivity that is also inefficiently low. It is the high-wage policies that raise output, even if they also lower employment. Published empirical results support the condition. No evidence is found for the conventional presumption.     

Beauty premium in China's labor market: Is discrimination the main reason?

Based on data from the China Labor-force Dynamics Survey (CLDS), this paper analyzes the effects of the height as well as other appearance characteristics of workers on their wages. Regression results show that after controlling for social network, human capital, and other endowment characteristics, the effects of the appearance characteristics become smaller and statistically insignificant. The decomposition results of the wage-appearance differentials show that higher wages for good-looking workers are mainly attributable to differences in individual characteristics. Among them, the lower wages for shorter males and higher wages for thinner females are mainly attributable to the unexplained parts of discrimination. Males suffer more from “shortness penalty”, whereas females may earn from “pretty face”. Further results showed that height may influence blue-collar workers’ wages through the effect on physical strength. Empirical evidence also demonstrates that there are strong correlations between appearance and working ability (social network and human capital). Thus, our results confirmed the little beauty premium in the Chinese labor market and the relatively wages differentials are not mainly due to discrimination from consumers or employers, instead attributable mainly to differences of individual endowment characteristics.     

Higher wages in exporting firms: self-selection, export effect, or both? First evidence from linked employer-employee data

While it is a stylized fact that exporting firms pay higher wages than non-exporting firms, the direction of the link between exporting and wages is less clear. Using a rich set of German linked employer-employee panel data we follow over time plants that start to export. We show that the exporter wage premium does already exist in the years before firms start to export, and that it does not increase in the following years. Higher wages in exporting firms are thus due to self-selection of more productive, better paying firms into export markets; they are not caused by export activities.     

Age,Wage and Productivity in Dutch Manufacturing

Previous empirical studies on the effect of age on productivity and wages find contradicting results. Some studies find that if workers grow older there is an increasing gap between productivity and wages, i.e. wages increase with age while productivity does not or does not increase at the same pace. However, other studies find no evidence of such an age related pay-productivity gap. We perform an analysis of the relationship between age, wage and productivity using a matched worker-firm panel dataset from Dutch manufacturing covering the period 2000–2005. We find little evidence of an age related pay-productivity gap.     

Inequality,poverty and prospects for redistribution

This paper demonstrates that poverty and inequality trends can diverge. It then discusses inequality trends and shows that, despite measurement issues, there is consensus that inequality is very high and has been rising over much of the post-transition period. Due to rising inequality within all groups, and particularly the black population, and lower inequality between race groups, within-group inequality has become the dominant form of inequality. That does not, however, detract from the fact that inequality between groups is still very large. High income inequality largely stems from inequality in access to wage income, due more to wage inequality than to unemployment. A Gini coefficient for wage income amongst the employed of above 0.60 effectively sets a floor to overall income inequality. The high wage premium to educated workers derives from a combination of a skills shortage at the top end of the educational spectrum, driving up their wages, and a surfeit of poorly-educated workers competing for scarce unskilled jobs dampening unskilled wages; if the unemployed were to find jobs, it would be in this bottom part of the wage distribution, and consequently this would not much reduce wage inequality. A continuation of the historical pattern whereby only a small segment of the population obtained good schooling would leave the structures underlying the large wage premium unaltered. The time frame for substantial inequality reduction is thus necessarily a long one, while poverty reduction efforts should not wait for this to occur.