工作竞赛中的心理偏好研究  

Study of psychological preferences in working contest

作　　者：魏光兴[1] 蒲勇健[2] 

机构地区：[1]重庆交通大学管理学院,重庆400074 [2]重庆大学工商管理学院,重庆400030

出　　处：《系统工程学报》2008年第3期325-330,共6页Journal of Systems Engineering

基　　金：国家社会科学基金资助项目(07XJL004)

摘　　要：工作竞赛是广泛应用的一种激励制度.心理偏好如嫉妒心理、内疚心理和好胜心理等会影响工作竞赛的激励效率,也会改变工作竞赛制度的激励结构,包括平均工资、工资差距和业绩测度精度三个方面.心理偏好的参与约束效应会改变平均工资,激励相容约束效应会改变工资差距,二者形成的综合激励效应会改变业绩测度精度,这最终会改变员工的努力水平和企业的期望利润.因此,对心理偏好不同的员工,应该采取不同激励结构的工作竞赛制度.积极采取措施有效识别员工的心理偏好,对企业制定恰当的工作竞赛制度具有重要意义.Working contest, an incentive system is used widely. Psychological preferences such as jealousness, guilty and status-seeking, may have an effect on the incentive efficiency of working contest, thus can change the incentive structure of working contest including average wage （AW）, gap of wage （GW） and precision of performance measuring （PPM）. Participation constraint effect may change AW, incentive compatibility constraint effect may change GW, the comprehensive incentive effect resulting from the above two effects may change PPM, and all these effects therefore can change the effort of contesters and the expected profits of enterprises. Hence, the incentive structure of working contest should change with the psychological preferences of contesters. This paper suggests that it is important to identify the psychological preferences of employees for setting down apt incentive system of working contests.

关 键 词：工作竞赛 心理偏好 激励效率 

分 类 号：F822[经济管理—财政学]