摘要
收入分配涉及激励和动力机制问题,科技人员的激励问题对于实施创新驱动发展战略尤其重要。分析《中国科技统计年鉴》2003—2011年的数据,采用极值差、极值比、基尼系数等3个测量指标,计算16个典型行业科技人员的收入差距。典型行业科技人员的收入差距远小于典型行业的总体差距,16个典型行业科技人员的收入差距处于合理范围,收入受人力资本因素如性别、职称、学历、工作岗位等影响较大。科技人员的额外收入总体不高,与工作性质密切相关的额外收入占比很低,不同行业科技人员的额外收入来源有较大差异。当前,科技人员分配制度的激励性不足,提高绩效奖励在工资收入中的比重,进一步提高技术岗位科技人员的收入水平,建立长效薪酬激励机制非常必要。
The incentive of technology personnel is of theoretical and practical significance on the implementation of innovation development to reveal the problems of income distribution system in China at the present stage. Data from Statistical Yearbook of Science and technology of China between 2003 to 2011 are analyzed on the basis of three measurement indexes of the most common extreme difference,extreme ratio and the Gini coefficient to calculate the income gap of16 scientific and technical personnel in the typical industry,which is much smaller than the overall gap in typical industry. The income gap of 16 scientific and technical personnel in typical industry is within reasonable range. The income is affected by human capital factors such asgender,occupation,education,jobs and others. The extra income of scientific and technical personnel is not high as a whole,the extra income related to the nature of the work accounted little for the total ratio and the additional income sources of scientific and technological personnel between different industries differ a lot. At present, distribution system of scientific and technological personnel lacks incentives. It is essential to increase the proportion of incentives in wage income,further improve the income level of science and technology personnel in the hightech post,and establish long-term incentive mechanism.
出处
《阅江学刊》
2016年第3期52-60,145-146,共9页
Yuejiang Academic Journal
基金
国家社科基金项目"行业收入差距研究:典型行业科技人才收入差距及分配制度效率的实证分析"(09CJY031)
2015教育部思想政治教育青年杰出人才支持计划
关键词
典型行业
科技人员
收入差距
长效薪酬激励机制
绩效奖励
typical industry
scientific and technical personnel
income gap
long-term incentive mechanism
incentives and rewards
