转轨时期中国企业内部工资差距扩大的危害及其治理  

The Harmfulness and Adjustment Measures of Enlarging Wage Gap within Chinese Enterprises during The Changing Period

作　　者：袁凌[1] 

机构地区：[1]湖南大学工商管理学院,湖南长沙410082

出　　处：《经济管理》2009年第10期12-16,共5页Business and Management Journal ( BMJ )

基　　金：国家社会科学基金项目"转轨时期中国企业劳动关系评价研究"(09BJL028);国家软科学计划项目"转轨时期中国企业劳动关系研究"(2009GXS5B064);教育部人文社会科学规划基金项目"转轨时期中国企业劳动关系评价指标体系设计及应用研究"(07JA630022)

摘　　要：企业内部适度拉开工资差距对员工具有激励作用。但是,工资差距不合理扩大到一定程度将严重影响企业劳动关系的和谐与稳定。转轨时期由于受经济体制变革过程中多种复杂因素的影响,以及国家宏观调控手段和配套改革措施滞后,导致我国企业内部工资差距呈现不断加大的趋势,给企业员工、企业组织以及社会和谐发展造成了危害。因此,必须从宏观和微观两个层面进行治理,从而合理调整企业内部工资差距,促进企业劳动关系和谐。Moderate wage gap within enterprises can incentive employees, but the wage gap expanded to an unreasonable extent will seriously affect the harmonious and stability of the employment relations. Due to the variety of complex factors in the changing process of economic system, as well as national macro-control means and supporting reform measures lagging behind, the wage gap between workers in the same company becomes wide gradually during the transition period, which affects the employees, business organizations, as well as the harmonious development of society. Therefore, it is necessary to gives some advices from both the macro and micro levels on how to adjust the wage gap. Thus reasonable adjustments to the wage gap within enterprises can promote harmonious employment relations.

关 键 词：转轨时期 劳动关系 竞争性工资差距 非竞争性工资差距 

分 类 号：F246[经济管理—劳动经济]