The changing world of ancillary benefits

Amid salary and health care benefit cuts, ancillary benefits such as dental, life insurance, long-term disability and vision coverage can communicate employers' concern for their employees as well as serve as recruitment and retention tools. These benefits can be funded by the employer, the employee or both.     

全面薪酬的价值整合机制探析

全面薪酬旨在平衡企业和员工的利益，以求企业价值（企业绩效）与员工价值（员工满意）的双重实现。全面薪酬通过企业价值和员工价值的创造和分享的整合机制来实现两者价值的互动和平衡，进而实现企业价值和员工价值的整合，形成基于价值整合的新型薪酬体系。     

Changing the way employee benefit communications are produced: outsourcing, a more efficient, less costly process

Outsourcing may offer employers an efficient, cost-effective way to produce employee benefit communications. It offers a way to utilize the latest technology to produce personalized benefit statements or to target an announcement of benefit changes to a specific group of employees.     

Natural groups and economic characteristics as driving forces of wage discrimination

We investigate whether the origin of an employee provides different motives for wage discrimination in gift-exchange experiments with students and migrant workers in China. In a lab and an internet experiment, subjects in the role of employers can condition their wages on the employees׳ home provinces. The resulting systematic differences in wages can be linked to natural groups and economic characteristics of the provinces. In-group favoritism increases wages for employees who share the same origin as the employer, while an increased probability of being matched with an employee with a different ethnicity reduces wages. Furthermore, wages in the laboratory increase with the actual wage level in the employees׳ home province. Nevertheless, employees׳ effort is not influenced by these variables; only the wage paid in the experiment influences effort.     

员工韧性对新型研发机构责任式创新行为的影响——一个有调节的中介模型

责任式创新因被视为解决科技治理难题的新方式而备受关注，是新型研发机构提高创新发展质量的强有力保障。将责任式创新拓展至员工层面，聚焦于新型研发机构员工责任式创新行为，对于推动机构高质量发展具有重要意义。员工韧性作为机构应对创新困境的精神支撑，是影响员工责任式创新行为的关键要素。基于此，依据心理资源理论和自我决定理论，探究员工韧性对责任式创新行为的影响过程，并分析员工情感承诺和变革型领导在其中的作用机制。通过分析445份调查问卷发现，员工韧性对其责任式创新行为具有积极影响，员工情感承诺在这一关系中发挥显著中介作用，变革型领导显著调节员工情感承诺与其责任式创新行为间关系。     

玩兴氛围、创造性过程投入对突破性创新行为的跨层次影响

创新是企业生存与发展的基础，玩兴有利于激发员工创新行为。立足于中国本土化情境，以心流理论为基础，基于44名团队主管及237名下属配对数据，探讨个体玩兴对员工突破性创新行为的作用机制和边界条件，检验创造性过程投入的中介作用以及玩兴氛围的跨层次调节作用。研究发现：个人玩兴对员工突破性创新行为有显著直接影响；创造性过程投入在个人玩兴与突破性创新行为之间起完全中介作用；玩兴氛围正向调节个人玩兴与创造性过程投入之间的关系，个人玩兴通过创造性过程投入对员工突破性创新行为的中介作用被玩兴氛围所调节。该研究结论对工作场所中的玩兴管理以及激发员工突破性创新行为具有一定借鉴意义。     

A revolutionary approach to health care cost control: leveraging the power of Web-enabled employee "consumerism"

The confluence of two trends--health care "consumerism" and employee self-service benefits programs--offers employers a promising opportunity for health care cost control. To take advantage of this opportunity, employers must take a fresh look at the health care cost dilemma and find ways to simultaneously offer employees a new kind of benefit and implement more effective cost-control measures.     

The effect of state health insurance benefit mandates on premiums and employee contributions

The average US state has 40 benefit mandates, laws requiring health insurance to cover particular conditions, treatments, providers or people. We investigate the extent to which these mandates increase the health insurance premiums paid by employers, and the extent to which these higher premiums are passed on to employees in the form of higher employee contributions. We use state-level data on premiums and employee contributions to health insurance from the insurance component of the 1996–2011 Medical Expenditure Panel Survey. Our main analysis is a fixed effects regression that controls for age, race, income, union membership and the presence of state mandate waivers. We find robust evidence that the average mandate increases premiums by approximately 0.6%, and that mandates lead to similar increases in employee contributions for single-coverage health insurance plans. Alternative specifications using an AR(1) error structure estimate a larger effect of mandates, while those using generalized estimating equations estimate smaller effects. We find that mandates requiring insurers to cover a specific benefit, as opposed to a specific type of provider or person, lead to the largest increases in employee contributions.     

Employee treatment and corporate fraud

This paper examines the association between a firm’s relations with its employees and its likelihood of committing fraud. We find that firms treating their employees fairly (as measured by employee treatment index) have a lower likelihood of committing fraud since labor-friendly firms have incentives to signal their willingness to fulfill implicit contracts and maintain long-term relationships with employees. Further analysis shows that employee involvement and cash profit-sharing are the most important components in employee treatment to determine our results. Moreover, we show that the negative association between employee treatment and fraud propensity is more prominent when a firm is in a high-tech industry, when a firm in a less competitive industry, and when employees have less outside employment opportunities. Finally, we show that our results are not driven by the employee’s moral sensitivity or other labor related factors (i.e. labor wage, pension benefits, and labor union power).     

主动动机模型下时间领导对员工主动变革行为的影响

基于主动动机模型，探讨中国情境下时间领导对员工主动变革行为的影响。通过对239份有效配对问卷的调查，研究发现：时间领导能够显著促进员工主动变革；积极情绪在时间领导与员工主动变革行为间起部分中介作用；员工正念不仅正向调节时间领导与积极情绪的关系，而且正向调节时间领导通过积极情绪影响员工主动变革行为的间接效应，即员工正念水平越高，时间领导对积极情绪的正向影响越显著，且时间领导通过积极情绪对员工主动变革行为的影响也越显著。研究结果有助于打开时间领导对员工主动变革行为影响的“黑箱”，并为企业提供有效的管理启示。     

优势使用何以促进员工创新？和谐式激情与平台型领导的作用

基于自我决定理论,采用三阶段追踪调查数据,构建并验证优势使用对员工创新行为的影响机制,考察和谐式激情的中介作用以及平台型领导的调节作用。通过对341份有效问卷的统计分析发现,和谐式激情在优势使用影响员工创新行为的过程中发挥部分中介作用;平台型领导不仅正向调节优势使用对员工和谐式激情的正向影响,而且正向调节优势使用通过和谐式激情影响员工创新行为的间接效应。     

基于员工心理契约的组织职业生涯管理

在人才竞争日益激烈的今天,职业生涯管理作为一种相对长久的激励措施越来越多地成为国内企业吸引人才、激励人才、留住人才的重要手段.由于组织职业生涯管理的内容和心理契约中员工感知的组织责任有许多一致的地方,所以作者认为可以通过有效管理员工不同职业生涯阶段的心理契约达到职业生涯管理的目的.从这个角度出发,作者提出了具体的管理措施,包括:建立有效的信息沟通渠道以明确并引导员工的心理契约,采用多样化激励方式以满足不同职业生涯阶段员工的心理契约以及抓住不同职业生涯阶段员工需求的核心以更好地管理其心理契约.希望这些措施能够帮助企业更好地管理员工的职业生涯,以达到保留和激励员工的目的.     

领导—员工目标导向匹配对员工越轨创新行为与创新绩效的影响

基于493份领导—员工配对问卷，采用多项式回归与响应面分析技术，探讨领导—员工4种目标导向匹配模式对员工越轨创新行为以及创新绩效的影响机制。研究结果表明，与领导—员工目标导向差异性匹配相比，领导—员工目标导向一致性匹配对员工越轨创新行为的影响更显著；在领导—员工目标导向一致性匹配情形下，与领导绩效目标导向—员工绩效目标导向匹配相比，领导学习目标导向—员工学习目标导向匹配对员工越轨创新行为与创新绩效的影响更显著；在领导—员工目标导向差异性匹配情形下，与领导学习目标导向—员工绩效目标导向匹配相比，领导绩效目标导向—员工学习目标导向匹配对员工越轨创新行为与创新绩效的影响更显著；越轨创新在领导—员工目标导向匹配与员工创新绩效之间发挥中介作用。     

How competitiveness may cause a gender wage gap: Experimental evidence

We show that choices in competitive behavior may entail a gender wage gap. In our experiments, employees first choose a remuneration scheme (competitive tournament vs. piece rate) and then conduct a real-effort task. Employers know the pie size the employee has generated, the remuneration scheme chosen, and the employee׳s gender. Employers then decide how the pie will be split, as in a dictator game. Whereas employers do not discriminate by gender when tournaments are chosen, they take substantially and significantly more from female employees who choose piece-rate remuneration. A discriminatory wage gap occurs which cannot be attributed to employees׳ performance.     

差异化组织变革情境下如何让员工更有创造力——基于创造力交互理论的组态分析

从创造力交互理论出发,以中国企业研发岗位员工为研究样本,运用fsQCA方法对企业中激发员工创造力的个体、领导、组织等多层面影响因素进行组态分析。探讨不同组织变革情境下组织多层面因素在员工高创造力产生过程中的差异机制,发现两种组织变革情境下3种激发员工创造力的路径模式,即激进性变革情境下的激情驱动模式和领导驱动模式,以及渐进性变革情境下的类亲情驱动模式。组织管理者可以根据不同的变革情境选择合适的管理方法,激发创新以推进变革进程。     

Evaluate and communicate health care benefits

Both employers and employees need appropriate information to make intelligent decisions about health care benefits. For employers, analysis of health care data offers an approach to monitoring quality care and can provide a tool for controlling costs. For employees, an education and communication strategy is probably the single most important factor influencing both program utilization and employee acceptance.     

基于数理演绎的员工沉默现象普遍性论证

在组织中,员工会有意地保留自身的观点、建议及想法,员工沉默现象的发生具有普遍性。本文结合员工沉默现象所涉及到的4W（谁沉默？向谁沉默？所沉默的问题是什么？沉默表现形式是什么？）,对员工沉默行为重新进行了内涵界定。员工的沉默行为并非属于一种偶然性现象,而是员工有目的、有意识的活动,属于员工出于理性或部分理性的决策结果。基于博弈论和行为经济学的视角,即在员工理性和部分理性的两种决策状态假设下,通过数理演绎的方式分别推导出员工的沉默决策有其必然性的一面,进而论证出沉默现象的发生具有普遍性。     

人境匹配视角下员工创新行为研究

创新是当今社会发展的时代主题，对于企业而言，激励员工表现出卓越的创新性行为是提升企业创新优势的关键，而促进员工与企业融合则是实现上述目标的有效途径。基于人境匹配理论，系统探讨企业员工创新行为影响机制，构建个人领导匹配、个人组织匹配、领导认同、组织认同与员工创新行为结构方程模型，通过实证分析，结果发现：①员工领导匹配对领导认同、员工组织匹配对组织认同具有正向影响；②领导认同与组织认同对员工创新行为具有正向影响；③以上两种认同关系在人境匹配与员工创新行为之间起中介作用。该结论将原有人境匹配框架中的“匹配”有效扩展为“匹配-转化”框架，该框架在组织层面和个体层面的应用使人境匹配理论更加丰富和纵深，可为匹配理论视角下企业员工创新行为实践提供有益参考。     

HOW DO JAPANESE HEALTH INSURANCE SOCIETIES FINANCE THEIR CONTRIBUTIONS TO THE HEALTH SERVICE SYSTEMS FOR THE ELDERLY?*

We examine how Japanese health insurance societies finance (or distribute) the costs (or cost savings) from an increase (or decrease) in contributions to the Health Service Systems for the Elderly. Three ways are possible: (i) adjusting the premiums of the employee or employer; (ii) providing an optional benefit; and (iii) adjusting reserves by the change in contribution. We find that more than six‐sevenths of the changes are associated with changes in reserves, followed by premiums, and finally optional benefits. The increase in the premium mostly shifted to employees, while employees enjoyed a nearly 60% decrease in total premium.