摘要
计件工资作为一种与员工绩效联系最紧密的薪酬支付形式,曾经被认为是最有效的激励制度安排。可是,无论国外还是国内的经验研究都表明,这种薪酬形式在实践中并没有被普遍地采用。对于这一矛盾现象,新古典经济学由于缺乏企业组织与制度分析自然是视而不见。新制度经济学虽然给予了较广泛的分析,但是仍不够深入和系统化。本文在梳理和借鉴现代制度学者已有的研究成果的基础上,试图从人力资本的视角,并结合中国企业的实践来对此做进一步的探讨。
As the payment method closely related performance, piece rate payment ever was thought as a most effective incentive institution. However, many experiential studies at home and abroad showed that this payment method was not been carried out widely in business world yet, the real situation was quite the contrary. This paradox was never addressed in the orthodox Neo-classical distribution theory, and it also was not been answered satisfactorily by the emerging new-institutional analyses in recent years, even if there are really some progresses. We wish to go further into this question. We first survey some new theoretic advances in this field. Then, we try to give a new explanation about this problem from the view point of human capital and aided with our case studies. We conclude that it is the particular economic nature of employee＇s human capital that turns into the inherent mechanism of wage payment system, and hence determine the choice of the payment methods in different firms.
出处
《南开经济研究》
CSSCI
北大核心
2008年第6期37-55,共19页
Nankai Economic Studies
基金
作者承担的教育部人文社会科学研究基地--东北财经大学产业组织与企业组织研究中心2007年度重大课题"从物质资本密集到人力资本密集:中国若干产业转型与促进就业问题研究"的一项子课题研究成果
关键词
计件工资
计时工资
薪酬制度
人力资本
Piece Rate Payment
Time Payment
Payment Methods
Human Capital
