从公平理论看企业内部员工激励的平衡问题
摘 要
随着市场竞争的加剧和企业对人力资源管理重视程度的不断提高，员工激励成为企业保持竞争力的关键因素之一。基于公平理论探讨企业内部员工激励的平衡问题具有重要意义。本研究旨在通过分析公平理论在企业内部员工激励中的应用，揭示激励机制中存在的不平衡现象及其对企业绩效的影响。采用文献研究法梳理国内外相关研究成果，构建理论框架；运用问卷调查与案例分析相结合的方法，选取不同规模、行业的多家企业作为样本，收集一手数据并进行深入剖析。研究发现，企业在制定激励政策时往往忽视了员工个体差异以及横向纵向比较带来的心理落差，导致部分员工产生不公平感，进而影响工作积极性和团队协作效率。
关键词：员工激励 公平理论 企业绩效
Abstract
With the intensification of market competition and the increasing attention of enterprises to human resource management, employee incentive has become one of the key factors for enterprises to maintain competitiveness. It is of great significance to explore the balance of internal employee incentive based on the fairness theory. This study aims to reveal the imbalance in the incentive mechanism and its influence on enterprise performance by analyzing the application of fairness theory in the internal employee incentive. The literature research method is used to sort out the relevant research results at home and abroad to construct the theoretical fr amework; by using the method of combining questionnaire survey and case analysis, many enterprises of different sizes and industries are selected as samples to collect primary data and conduct in-depth analysis. It is found that when formulating incentive policies, enterprises often ignore the psychological gap caused by horizontal and vertical comparison, which leads to the sense of unfairness among some employees, and then affects the enthusiasm of work and teamwork efficiency.
Keyword:Employee Incentive Equity Theory Corporate Performance
目 录
1绪论 1
1.1研究背景与意义 1
1.2国内外研究现状 1
1.3研究方法与思路 2
2公平理论基础与员工激励 2
2.1公平理论的核心概念 2
2.2员工激励机制的构成 3
2.3公平理论对激励机制的影响 3
3企业内部激励平衡的要素分析 4
3.1激励资源的分配公平性 4
3.2激励措施的透明度要求 4
3.3激励效果的反馈机制 5
4构建公平的企业激励体系 6
4.1设计合理的激励框架 6
4.2强化沟通与期望管理 6
4.3实现激励的动态调整 7
结论 8
参考文献 9
致谢 10
摘 要
随着市场竞争的加剧和企业对人力资源管理重视程度的不断提高，员工激励成为企业保持竞争力的关键因素之一。基于公平理论探讨企业内部员工激励的平衡问题具有重要意义。本研究旨在通过分析公平理论在企业内部员工激励中的应用，揭示激励机制中存在的不平衡现象及其对企业绩效的影响。采用文献研究法梳理国内外相关研究成果，构建理论框架；运用问卷调查与案例分析相结合的方法，选取不同规模、行业的多家企业作为样本，收集一手数据并进行深入剖析。研究发现，企业在制定激励政策时往往忽视了员工个体差异以及横向纵向比较带来的心理落差，导致部分员工产生不公平感，进而影响工作积极性和团队协作效率。
关键词：员工激励 公平理论 企业绩效
Abstract
With the intensification of market competition and the increasing attention of enterprises to human resource management, employee incentive has become one of the key factors for enterprises to maintain competitiveness. It is of great significance to explore the balance of internal employee incentive based on the fairness theory. This study aims to reveal the imbalance in the incentive mechanism and its influence on enterprise performance by analyzing the application of fairness theory in the internal employee incentive. The literature research method is used to sort out the relevant research results at home and abroad to construct the theoretical fr amework; by using the method of combining questionnaire survey and case analysis, many enterprises of different sizes and industries are selected as samples to collect primary data and conduct in-depth analysis. It is found that when formulating incentive policies, enterprises often ignore the psychological gap caused by horizontal and vertical comparison, which leads to the sense of unfairness among some employees, and then affects the enthusiasm of work and teamwork efficiency.
Keyword:Employee Incentive Equity Theory Corporate Performance
目 录
1绪论 1
1.1研究背景与意义 1
1.2国内外研究现状 1
1.3研究方法与思路 2
2公平理论基础与员工激励 2
2.1公平理论的核心概念 2
2.2员工激励机制的构成 3
2.3公平理论对激励机制的影响 3
3企业内部激励平衡的要素分析 4
3.1激励资源的分配公平性 4
3.2激励措施的透明度要求 4
3.3激励效果的反馈机制 5
4构建公平的企业激励体系 6
4.1设计合理的激励框架 6
4.2强化沟通与期望管理 6
4.3实现激励的动态调整 7
结论 8
参考文献 9
致谢 10
