我国企业薪酬体系与组织匹配的实证研究被引量：4

An Empirical Study of Chinese Business Compensation System and Organization Matching

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摘要本文通过研究发现,我国企业的薪酬体系与组织具有一定的匹配关系。当企业的经营战略越激进、组织结构越柔性、文化越现代、产品技术含量越高时,其薪酬体系越适合有机式。同时,本文进一步研究发现,不同的组织因素所影响的薪酬维度不同,其中企业文化几乎对各个薪酬维度都产生显著影响,是决定薪酬特征最重要的组织因素。 This paper finds that there is a matching relationship between China business compensation system and the characteristics of its organization. When the business strategies are more aggressive, the structure become more flexible, the culture is more modern, the technology is higher, their compensation system is of organic type. At the mean time, this paper finds that different organization factors affect different compensation dimensions, and business culture almost affects all of the dimensions, which are the most important factors to business compensation system.

作者王凌云刘洪周晓艳

机构地区南京航空航天大学经济与管理学院南京大学商学院中国社会科学院工业经济研究所

出处《财贸研究》北大核心 2006年第6期88-93,共6页 Finance and Trade Research

基金南京航空航天大学博士基金(S0558-092) 南京航空航天大学哲学社会科学基金(V0691-092)

关键词薪酬体系匹配有机式机械式 compensation system matching organic mechanic

分类号 F272.92 [经济管理—企业管理]

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参考文献18

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