Pay dispersion and the financial performance of the firm: evidence from Korea

Pay dispersion has been found in prior research to negatively affect both individual and workplace performance. In this study, we examine whether the relationship between horizontal pay dispersion and firm financial performance is curvilinear in nature, with moderate levels of dispersion leading to more positive outcomes than either low or high levels. Using data from a government-sponsored survey of Korean firms, we find support for the hypothesized curvilinear relationship between pay dispersion and firm financial performance. We further find that this curvilinear relationship is moderated by firm and human resource system characteristics. Where the firm had more incumbents in the rank being examined, where pay level was higher, and where there was greater organizational investment in performance evaluation and feedback, the positive slope (within the curvilinear relationship) inverted at a higher level of dispersion.     

Teams, Firms and the Evolution of Profit Seeking Behavior

Even as advances in information theory over the last quarter century have cast increasing doubt on the proposition that firms successfully maximize profits, the objective of profit maximization continues to be an axiomatic feature of the neoclassical theory of the firm. This paper attempts to improve our understanding firms by treating the objective function as an open question. Specifically, an ontogenetic thought experiment is undertaken to address the question of what differentiates production teams from firms by asking why team members would sell their control rights to a principal, thereby transforming the team into a firm. What results is an account of the emergence of the objective of profit seeking. Profit seeking emerges endogenously as a more fit alternative than the objective of value maximization, which is less capable of coping with uncertainty through purposive adaptation.     

组织视角下的企业员工情绪管理

员工情绪管理是现代企业管理中新的课题。文章从组织的角度出发,将员工情绪分为个体情绪、组织情绪、企业情绪三个层次,对相关概念进行了界定。研究了激励理论与员工情绪管理的关系。将相关理论应用到实践当中,论述进行员工情绪管理应当遵循匹配和疏导的原则,并从引导员工树立正确的情绪管理、采取多种激励手段与员工积极进行沟通、丰富企业文化内涵等方面提出了具体对策。     

北京市部分企业年金激励效用研究

在社会保障制度的多项改革中,企业年金(补充养老保险金)制度与人力资源管理密切相关,也是政府引导企业自愿决定进行的职工保障活动。本研究从研究激励理论和年金理论入手,根据激励在管理实践中的作用提出了企业年金对员工忠诚度有一定影响;对员工流动性有一定影响;年金比例不同对激励效用有明显影响的理论观点。实证调查显示,规范性操作的企业年金激励效用非常显著。     

浅析高校学生干部积极性缺失与激励机制的运用

据调查,新生在刚入学时,都有过争当学生干部的经历,新生竞聘学生干部的比例大,积极性强,热情高,但是随着时间的推移会出现积极性缺失的现象。这要求高校教育管理者们在选拔和任用学生干部时进行严格把关,还要在更长久的时间里提高他们的服务意识,并建立一种长期有效的、符合自己校园当下环境的激励机制来激发学生干部的积极性。     

经理人组合报酬激励契约模型研究

经理人报酬激励制度是现代企业激励机制的重要组成部分,现代经理人的报酬激励具有多种实现形式。为了激励经理人的有效行为,利用最优报酬契约经济理论构建了一个包含短期激励以及长期激励的财务性组合报酬契约模型,以及分析非财务性报酬对经理人行为选择的影响,是十分必要的,尤其是对我国国有企业经理人报酬激励制度优化问题,应该是很好的借鉴。     

宽带薪酬体系探讨

宽带薪酬,是近几年兴起的一种与现代组织结构扁平化和以能力绩效为导向的,管理模式相适应的新型薪酬体系。宽带薪酬与传统薪酬结构相比,强调的不再是岗位等级结构而是更注重员工的能力与绩效。但是宽带薪酬的设计和运用也对组织提出了更高的要求,因此企业要根据实际情况理性地选择与实施。     

退耕还林中的中央政府与地方政府最优激励合约

在对地方政府执行退耕还林政策的成本收益进行分析的基础上,文章运用Holmstrom和Milgrom(1991)提出的多项任务委托—代理模型的精神,构建了一个中央政府与地方政府之间的双重任务委托—代理模型,并将土地资源禀赋因子引入该模型中,形成了一个新的分析框架,据此对中央政府与地方政府在退耕还林工程实施过程中的最优激励合约作出了研究。结果表明,在设计激励合约时,中央政府应根据地区的土地资源禀赋、地方政府的Arrow-Pratt绝对风险规避度量、退耕还林实施绩效的变异性等因素确定地方政府的可变收益分配率,并让地方政府的收益与退耕还林的实施绩效直接挂钩。在此基础上,文章就提高地方政府执行退耕还林政策的积极性提出了一组政策建议。     

官员排名赛与环境政策执行——基于环境约束性指标绩效的实证研究

以从2006年开始实行的环境约束性指标为研究对象,结合晋升锦标赛和弱排名激励理论,提出了官员排名赛理论,认为约束性指标制度的建立为地方政府提供了环境绩效排名的平台,由此推动了地方政府环境政策执行力度。利用2006—2015年中国省际环境数据,采用动态面板数据估计方法,实证检验了各省环境绩效排名对其未来环境政策执行力度的影响。实证结果表明,环境绩效排名落后的省份在未来1~3年显著提高了节能和减排的政策执行力度。     

The effect of the car-parazzi system on traffic accidents in Korea

In 2001 and 2002, the Korean government rewarded around $3 to civilians who photograph and report violations of traffic rules. This so-called ‘car-parazzi system’ was such a success with well over 4 million cases reported until its abolition. Our empirical results found that the car-parazzi system was much effective in significantly reducing the death tolls by traffic accidents.