激励政策的实践效果与基层回应——以“大跃进”时期工资制度改革为中心  

Effects of Incentive Policies and Grass-root Responses:Focusing on the Reform of Wage System during the Great Leap Forward Period

作　　者：林盼[1] Lin Pan

机构地区：[1]中国社会科学院经济研究所,北京100837

出　　处：《中国经济史研究》2021年第6期162-175,共14页Researches in Chinese Economic History

基　　金：国家社会科学基金一般项目“新时期产业工人技能形成的经济社会学研究”(批准号:18BSH099);中国社会科学院国有经济研究智库项目“国有企业在构建新发展格局中的功能定位和主要职责”(项目编号:2021-006)的阶段性成果。

摘　　要：本文以“大跃进”时期工资制度改革为中心,讨论激励政策对生产活动所产生的实践效果和基层回应问题。本文发现,取消计件制后推行的“计时+奖励”工资制度,导致相当数量的工人在收入上显著减少;这一工资制度的“大体平均”特征,又使得工人的生产业绩无法从经济回报上得到体现。物质激励从“强激励”转为“弱激励”,工人劳动积极性明显下降。在其他激励方式难以取得应有效果的情况下,管理人员对恢复计件制表现出支持态度,希望通过物质激励的方式,提高劳动生产率;同时,社会主义企业“软预算约束”的特征,以及定额管理水平的约束,使得定额标准或高或低,多数工人表现出对计件工资“既不赞成、也不反对”的复杂态度。实践证明,扩大企业的经营自主权,合理有效地使用激励制度,对调动职工积极性、提高企业经济效益会产生积极作用。With the focus on wage system reform during the Great Leap Forward period,this paper discusses the practical effects out of incentive policies on production activities and the grassroots responses.The implementation of“time+reward”wage system after the abolition of piecework wage led to a significant drop in the income of a considerable number of workers.The“general average”feature of this wage system caused the disconnection between workers’performance and their incomes.Material incentives changed from“substantial incentives”to“insubstantial ones”,resulting in the tremendous decline in workers’labor enthusiasm.At the same time,the characteristics of“soft budget constraints”in socialist enterprises,as well as the constraints of quota management level,made the quota standard rise or fall.Therefore,most workers showed a complex attitude of“neither approve,nor oppose”to piecework wage system.In practice,the expansion of business autonomy and the rational and effective use of incentive system play a positive role in mobilizing the enthusiasm of employees and improving the economic benefits of enterprises.

关 键 词：计件工资制 物质激励 “大跃进” 管理人员 工人 

分 类 号：F249.29[经济管理—劳动经济]