政府推行绩效薪酬的约束条件分析:政治、管理和法律的途径  

Constraints on Pay for Performance in Government:Perspectives of Political,Managerial and Legal Approaches

作　　者：吴芸[1] 陈文博[2] 

机构地区：[1]中国人民大学公共管理学院,北京100872 [2]英国赫尔大学政治学系

出　　处：《理论界》2014年第9期146-149,共4页Theory Horizon

摘　　要：政府的薪酬分配制度长期以来面临着来自财政和公众舆论的双重压力,并且政府组织在其特殊、复杂的组织情境下,要实行公平适当的评估过程十分困难,而推行绩效薪酬可以成为这一问题行之有效的解决方案,进一步说,政府绩效薪酬制度可成为政府绩效管理的激励手段和分配落脚点。本文以美国政府推行绩效薪酬的改革经验为范本,从政治、管理和法律三个公共行政的主要途径出发,探讨政府推行绩效薪酬的约束条件,以期对我国政府推行绩效薪酬制度有所借鉴。Government’ s salary distribution system has long been faced with dual pressure from finance and public opinion.And in the special and complicated organizational situation, it is difficult for the government to implement fair and proper assessment process.But to implement performance salary system can be an effective solution to the problem above.What is more, performance salary system can become the incentives and base of allocation for the performance management of government. This article analyze the constraints for the government to implement performance salary system, through looking into such a reform of the United States, from the perspectives of political, managerial and legal approaches, to help to provide experience for China.

关 键 词：绩效薪酬 约束条件 政治的 管理的 法律的 

分 类 号：C93[经济管理—管理学]