我国专业运动员薪酬公平性问题研究  

Research on the Compensation Fairness of Our Professional Athletes

作　　者：杨树叶[1] 邹月辉[2] 

机构地区：[1]大连理工大学体育教学部,辽宁大连116024 [2]大连理工大学文法学院,辽宁盘锦124221

出　　处：《南京体育学院学报（社会科学版）》2016年第3期120-124,128,共6页Journal of Nanjing Institute of Physical Education

基　　金：2012年国家社科基金青年项目(编号:12CTY005);2013年度辽宁省社科规划基金项目(编号:L13ATY002)

摘　　要：运用问卷调查法,借鉴公平性理论四因素模型,即结果公平、程序公平、人际公平和信息公平,探讨了我国专业运动员薪酬管理的公平性问题。研究表明,运动员行业内部薪酬差距较为合理,运动员在组织内部的地位和话语权不断提高;运动员薪酬的外部竞争力、程序和信息机制上的问题是运动员公平性的主要障碍。障碍产生的主要原因在于传统观念盛行,薪酬认知存在偏差;薪酬制度改革乏力,动态调整不足;薪酬产生机制欠缺,管理体制落后。建议通过树立统一的薪酬公平观念、建立基于绩效的薪酬体系、做好外部薪酬调查,建立运动员参与制度、建立申诉制度和监督机制,来逐步提高运动员薪酬的公平性。This article uses the questionnaire survey method,draw on the four factors model of fairness theory,these are the results fairness,procedural fairness,interpersonal fairness and information fairness. Studies have shown that athletes within the industry pay gap is more reasonable,continuously improve the athletes in the internal organization of status and the right to speak; athlete salary of external competitiveness,program,and information mechanism is the main obstacle to the fairness of the athletes. The main reasons is that the traditional concept of prevalence of cognitive bias compensation; lack of salary system reform,dynamic adjustment; compensation mechanism lacks,the backward management system. Recommendations through the establishment of a unified concept of the compensation fair,was established based on performance salary system,do a good job in the external salary surveys,establish the athletes participation system,establishing the appeal system and supervision mechanism,to gradually increase the athlete salary fairness.

关 键 词：专业运动员 薪酬管理 公平性理论 薪酬公平 四因素模型 

分 类 号：G80-5[文化科学—运动人体科学]