摘要
竞赛理论和行为理论关于薪酬差距对组织绩效影响关系的认识有很大差别,形成了相互竞争的观点。本文基于这两种理论得出了高层管理团队核心成员间薪酬差距与企业绩效之间的关系,以及团队协作需要对于两者关系的调节效应的竞争性假说,并利用我国上市公司近4年的相关数据进行了实证研究。结果发现,薪酬差距和企业绩效的关系符合行为理论的预期,而团队协作需要的调节效应也部分支持行为理论的预期。
Tournament theory and behavioral theory held quite different ideas towards the relationship of compensation dispersion and organization performance. Based on these two theories, this paper proposed several dyadic competitive hypotheses on the relationship between the compensation dispersion of core members in top management team and firm performance and the moderation of team coordination needs. Using the data of China listed companies in recent four years, we found that the relationship between compensation dispersion and firm performance was consistent with behavior perspective, and the moderation of team coordination needs partly support the behavior perspective.
出处
《经济管理》
CSSCI
北大核心
2007年第2期16-25,共10页
Business and Management Journal ( BMJ )
基金
教育部人文社会科学研究专项任务项目(03JD630032)
教育部哲学社会科学创新基地"南京大学经济转型和发展研究中心"子课题"经济转型与发展中的人力资源研究"。
关键词
高层管理团队
核心成员
薪酬差距
企业绩效
协作需要
top management team
core members
compensation dispersion
finn performance
team coordination needs
