薪酬激励与创新行为关系的实证研究  

An Empirical Study on the Relationship between Rewards and Individual Creativity

作　　者：曾湘泉[1] 周禹[1] 

机构地区：[1]中国人民大学劳动人事学院

出　　处：《中国人民大学学报》2008年第5期86-93,共8页Journal of Renmin University of China

基　　金：北京市教委、中国人民大学“创新国家建设背景下创新型首都建设发展战略”暨首都高校经济学科群建设项目

摘　　要：关于薪酬激励对员工创新行为的影响问题,一直存在着现实主义和浪漫主义视角的理论争论。基于外在报酬与内在激励各自或共同对员工创新行为产生影响的假设前提,在工作场所情境下根据个体层面的样本数据进行的实证检验得出以下结论:(1)外在报酬与创新行为之间存在"倒U"型的影响关系;(2)内在激励对创新行为具有显著的正向影响;(3)外在报酬与内在激励对促进员工的创新行为有着显著的互补性交互效应。This paper is focused on the relationship between compensation and employee＇s creativity. In term of the long-drawn theoretical arguments from ＂utilitarianism＂ and ＂romanticism＂ perspectives respectively, specific hypotheses are proposed and empirically tested based on individual level data collected in workplace. Three main conclusions are drawn out. （1） external rewards effects individual creativity in an ＂inverse-U＂ shaped relation; （2） internal rewards have largely positive impacts on individual creativity and （3） the external and internal rewards jointly influence creativity with a significant mutual-complementary interaction. The practical implications of facilitating total rewards system as well as the academic implications for furthering related studies are argued.

关 键 词：外在报酬 内在激励 创新行为 实证研究 

分 类 号：F272.92[经济管理—企业管理] D920.0[经济管理—国民经济]