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薪酬的内部公平性在一定程度上能降低组织内部员工的不满情绪,促进合作,但可能难以起到很好的激励作用。笔者从薪酬内部公平性的理论基础、影响因素及与组织绩效的关系等方面对薪酬内部公平性的相关研究进行评述,以期给读者一些启迪。一、相关理论行为理论为薪酬的内部公平性提供了学术依据,是关于公平分配的一个重要分支。该理论强调公平的薪酬设计能够促进合作、提升业绩,一定程度上否定了薪酬差距对合作的积极作用。
To a certain extent, the internal equity of remuneration can reduce the dissatisfaction of employees within the organization and promote cooperation, but may not be able to play a very good incentive role. The author reviews the research on the internal equity of remuneration in terms of the theoretical basis, influencing factors and the relationship with the organizational performance of the internal equity of remuneration, with a view to giving readers some inspiration. First, the relevant theory of behavior theory provides an academic basis for the internal equity of pay, is an important branch about fair distribution. The theory emphasizes that fair remuneration design can promote cooperation and improve performance, to a certain extent, negate the active role of the remuneration gap in cooperation.