高管员工薪酬差距、董事长成熟度与创造性产出研究  

Pay Difference,Leadership and Creativity

作　　者：程新生[1] 宋文洋[1] 程菲[1] 

机构地区：[1]南开大学商学院,天津300071

出　　处：《南京大学学报（哲学．人文科学．社会科学）》2012年第4期47-59,158,共13页Journal of Nanjing University(Philosophy,Humanities and Social Sciences)

基　　金：国家自然科学基金项目(71072095;70771048);教育部2010年"长江学者和创新团队发展计划"公司治理研究创新团队项目

摘　　要：创造性是企业长期发展的动力,高管员工间的薪酬差距通过相对业绩评价和报酬比较可以形成一种激励机制,并通过薪酬差距的竞争性和公平性特征引发对创造性产出的激励效应,薪酬差距目标设定是激励的重要环节,应兼顾竞争性和公平性。研究表明,出于对组织目标和激励机制的关注,董事长会影响薪酬差距竞争性和公平性以调节薪酬差距的激励效率和效果,而董事长领导行为的成熟程度所起的调节作用存在差异。董事长成熟度越高越有助于形成竞争性和公平性兼顾的高管员工薪酬差距,越有助于促进高管员工薪酬差距与创造性产出的关系。While creativity is propulsive for long-term development of an enterprise,incentive may be the pay difference between the top management and grass-root employees,which virtually results from performance assessment and payroll comparison,and has a facilitating effect on the increase of the output due to the competitiveness and fairness embedded.The differences to be set should have a good balance between the competitiveness and fairness.The study shows that,out of his/her concern of organization goal and incentive mechanism,a chairperson may regulate the competitiveness and fairness embedded in the pay policy,so as to maximize the effect and profit of the incentives,though differences are also found in a chairperson's leadership behavior.The more capable the leadership is,the more reasonable the pay difference is to be set,and the more creativity is to be called forth.

关 键 词：薪酬差距 创造性产出 董事长成熟度 公平偏好 

分 类 号：F272.92[经济管理—企业管理]