基于人性假设的公共部门薪酬管理制度改进策略研究  

The Improvement Strategies for Salary Administration in Public Sector Based on Humanity Hypothesis

作　　者：陈津京 陶庆 

机构地区：[1]上海师范大学哲学与法政学院,上海200234

出　　处：《哈尔滨学院学报》2018年第1期50-54,共5页Journal of Harbin University

基　　金：上海师范大学研究生优秀学位论文培育项目;项目编号:A-0132-17-002039

摘　　要：公共部门的任职人员与私人部门的员工一样,也有着复杂多样的动机与需求。他们有"经济人"追求物质利益的动机,也有"社会人"对人际关系的需求,同时还有"自我实现人"对个人价值的追求等。因此,公共部门在制定薪酬管理制度时应对人性假设有透彻的认知,关注并尽力满足公共部门的任职人员的多层次需求,充分实现薪酬的激励功能,以不断提高其工作积极性、主动性与创造性,最大限度地激发其潜能,实现提高公共产品质量与公共服务水平的最终目标。The public staff, as well as those serving in private units, have multiple motiva- tions and need. It could be an ＂economic person＂ who is after material interest motivation, a ＂ social person＂ who has the need of interpersonal relation, and a ＂ self-actualization person＂ who pursue his own value. It is required to have a thorough knowledge of humanity for the pub- lic institutions to set up a salary administration system. To promote the quality of the public products and service, it is suggested to consider their multiple needs and make use of the incen- tive function of the payment which can promote the employees＇ working enthusiasm, initiation and creativity.

关 键 词：人性假设 公共部门 薪酬管理 外在薪酬 内在薪酬 

分 类 号：C931.2[经济管理—管理学]