竞争战略与薪酬体系匹配对企业绩效的影响  

On Match of Chinese Competition Strategy and Payment System and its Influence to Enterprise Achievements

作　　者：李军[1] 潘澍之[1] 

机构地区：[1]湖南师范大学商学院,湖南长沙410081

出　　处：《湖南师范大学社会科学学报》2010年第5期79-82,共4页Journal of Social Science of Hunan Normal University

基　　金：湖南省软科学重点课题"现代企业战略性薪酬作用机制研究"[2009zk20180];湖南省企业战略管理与投资决策研究基地项目"现代企业战略性薪酬及其绩效研究[08jdyb09]

摘　　要：通过研究发现,我国企业的薪酬体系与竞争战略具有一定的匹配关系。防御者战略与机械薪酬体系、前瞻者战略与有机薪酬体系匹配时,能产生较好的企业绩效。竞争战略与薪酬体系匹配通过人力资源效能中间变量对企业绩效产生积极影响假说没有得到完全支持,数据分析表明,只存在部分中介效应。Research in this article proves that enterprise payment system and competition strategy have a certain match relation in our country.When fender strategy and mechanical compensation system,perspective strategy and organic com-pensation system match with each other respectively,they will lead to better enterprise achievements.The assumption wasn’t completely confirmed that the match of competition strategy and compensation system produces active influence on enterprise achievements through taking the human resource efficiency as middle variable.Data analysis indicates that me-someric effect existed partially.

关 键 词：竞争战略 防御者战略 前瞻者战略 薪酬体系 人力资源效能 

分 类 号：F272.92[经济管理—企业管理] F224[经济管理—国民经济]