| 骨干员工报酬的效用分析和行为选择 |
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| 引用本文： | 邓今朝. 骨干员工报酬的效用分析和行为选择[J]. 经济与管理, 2006, 20(4): 57-59 |
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| 作者姓名： | 邓今朝 |
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| 作者单位： | 湖南科技学院,经济管理系,湖南,永州,425006 |
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| 摘 要： | 因委托代理关系的存在而产生的激励问题一直是理论界和实业界关注的焦点,但绝大多数成果是关于经营管理者的激励。一般效用模型为骨干员工的行为选择提供了理论分析框架,针对性的协调物质报酬和精神报酬激励强度,是缓解“二级代理矛盾”的手段之一。
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| 关 键 词： | 报酬 骨干员工 人力资源管理 |
| 文章编号： | 1003-3890(2006)04-0057-03 |
| 收稿时间： | 2005-11-21 |
| 修稿时间： | 2005-11-21 |
Analysis on Reward Utility of Cadre Employees and Activity Choice |
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| DENG Jin-zhao. Analysis on Reward Utility of Cadre Employees and Activity Choice[J]. Economy and Management, 2006, 20(4): 57-59 |
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| Authors: | DENG Jin-zhao |
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| Affiliation: | Economics and Management Department, Hunan University of Science and Technology, Yongzhou 425006, China |
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| Abstract: | In theory and industry,people are focusing on motivation problems that caused by the existent of trust-agent relationship and almost the studying conclusions are about top management of a organization.The general utility model provides a theoretical analyzing framework for activity choice of cadre employees.It can greatly smooth the sub-contradiction-between top management and cadre employees through coordinating material reward and immaterial reward. |
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| Keywords: | reward cadre employee the management of human resources |
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