内部薪酬差距、公平认知与员工生产效率  

Internal Pay Gap,Fairness Cognition and Employee Production Efficiency

作　　者：缪毅[1] 胡奕明[1] 符栋良[1] 

机构地区：[1]上海交通大学安泰经济与管理学院

出　　处：《投资研究》2016年第3期43-57,共15页Review of Investment Studies

基　　金：国家自然科学基金面上项目(71132006)

摘　　要：本文通过DEA方法测算了制造业员工的生产效率,并以此为基础实证检验了内部薪酬差距过大导致的分配不公对员工行为的影响,结果发现,内部薪酬差距过大不仅降低了员工的生产效率,同时还削弱了薪酬对员工的激励作用,此外,不同企业的员工对公平的偏好程度有所区别,内部薪酬差距对员工生产效率的负面影响在国有企业和市场化程度较低的地区中表现地更加明显。本文的研究不仅为当前的收入分配改革提供了经验证据,同时还给监管部门的政策制定提供了借鉴和参考。This paper estimates the production efficiency of manufacturing employees through DEA method, and empirical tests of the influence of distribution unfairness on employee behavior, we find that too large internal pay gap not only reduces employee production efficiency, but also weakens the role of salary incentive for employees. In addition, fairness preference in different enterprise is not the same, negative effect of the pay gap on production efficiency is more obvious in state-owned enterprises. This study not only provides the empirical evidence for the current income distribution reform, but also provides a reference for the supervision department＇s policy.

关 键 词：内部薪酬差距 分配公平 员工生产效率 

分 类 号：F272.92[经济管理—企业管理]