期望理论下的员工激励与企业绩效关系——来自沪、浙、辽地区的证据  

The Relationship Between Employee Motivation Influenced by Expectation Theory and Enterprise Performance——Evidence from Shanghai Region,Zhejiang Province and Liaoning Province

作　　者：赵世君[1] 杨亚娥[1] 

机构地区：[1]上海对外贸易学院国际经贸学院,上海201620

出　　处：《西安交通大学学报（社会科学版）》2008年第2期27-32,共6页Journal of Xi'an Jiaotong University：Social Sciences

基　　金：国家自然科学基金项目(70203006)

摘　　要：以组织行为学中企业的绩效模型及期望理论中的激励水平模型为理论基础,探索了中国企业内行为激励与企业绩效的关系。通过统计分析发现,自然资源与人力资源均不占优势的浙江省上市公司的绩效明显好于辽宁省与上海市,其原因在于浙江省上市公司内激励机制较为合理,激励水平高,表明中国企业内行为激励与企业绩效之间存在内在的相关性。企业有必要以激励之期望理论指导企业内部管理控制系统的设计与实施,提高员工通过自身努力实现理想业绩的期望值,提高职工个人业绩与回报的相关性,提高企业管理控制系统中组织回报对员工激励的效价。Based on the model of enterprise performance in the organizational behavior and incentive model in the expectancy theory, the relationship between Chinese enterprises＇ behavior motivation and their performance is explored. According to the statistical analysis, it is found that listed companies in Zhejiang Province with less competitiveness in natural resources and human resources have better performance than the enterprises in Shanghai Region and Liaoning Province. The reason lies in the fact that the listed companies in Zhejiang Province are well equipped with a relatively reasonable motivation mechanism and high motivation level, which shows that there is an inner relationship between behavior motivation and enterprise performance in Chinese enterprises. It is necessary for enterprises to design and implement their internal management control system under the guidance of the expectancy theory to encourage the employees to realize their expectation value through hard work, to strengthen the interrelationship between individual employee performance and his/her return, and to promote the effect and value of the organization return in the management control system of enterprises on the employee＇s performance.

关 键 词：企业绩效 期望理论 激励水平 管理控制 

分 类 号：C936[经济管理—管理学]