东北大学学报（自然科学版）

东北大学学报:自然科学版 ›› 2017, Vol. 38 ›› Issue (6): 903-908.DOI: 10.12068/j.issn.1005-3026.2017.06.028

• 管理科学 • 上一篇    下一篇

考虑解聘与离职倾向的经营者动态激励模型

孙世敏1， 杨欢1， 刘奕彤2， 张汉南1   

  1. (1. 东北大学 工商管理学院， 辽宁 沈阳110169； 2. 沈阳市第31中学， 辽宁 沈阳110022)
  • 收稿日期:2016-01-12 修回日期:2016-01-12 出版日期:2017-06-15 发布日期:2017-06-11
  • 通讯作者: 孙世敏
  • 作者简介:孙世敏(1966-)，女，辽宁瓦房店人，东北大学教授，博士生导师.
  • 基金资助:
    国家自然科学基金资助项目(71271048)； 教育部高等学校博士学科点专项科研基金资助项目(20130042110032); 教育部人文社会科学规划基金资助项目(16YJA630048).

Managers Dynamic Incentive Model Considering Dismissal Tendency and Turnover Intention

SUN Shi-min1， YANG Huan1， LIU Yi-tong2， ZHANG Han-nan1   

  1. 1. School of Business Administration， Northeastern University， Shenyang 110169， China; 2. Shenyang No.31 Senior High School， Shenyang 110022， China.
  • Received:2016-01-12 Revised:2016-01-12 Online:2017-06-15 Published:2017-06-11
  • Contact: SUN Shi-min
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摘要： 同时考虑离职倾向与解聘倾向，依据经营者下期继续连任、补偿离职以及非补偿离职三种可能性及其出现的概率确定经营者期望效用和企业期望收益，并建立二阶段动态激励模型.研究得出如下五点结论:第一，经营者离职倾向越大，努力程度越低，对业绩分享比例的要求越高；第二，经营者相同努力水平获得的解聘补偿高于下期基础薪酬提升幅度时，解聘倾向越大，经营者努力水平越高，对业绩分享比例的要求越低；第三，动态基础薪酬制度有助于提升经营者努力水平；第四，行业垄断盈余比例越大，经营者努力水平越低；第五，业绩分享系数与非货币效用敏感度越大，经营者努力水平越高.

关键词: 解聘倾向, 离职倾向, 动态基础薪酬, 垄断盈余, 非货币效用

Abstract: Considering turnover intention and dismissal tendency， managers’ two-stage dynamic incentive model was designed in which managers’ expected utility and enterprises’ expected return were determined according to the three possibilities and probabilities of re-election， compensation turnover and non-compensation turnover. Five conclusions were drawn as follows. Firstly， the greater a manager’s turnover intention is， the lower his effort is and the higher his requirement for the performance share ratio will be. Secondly， when a manager gets more dismissal payment than the increase of basic salary in the next period while he provides the same effort， the more the dismissal intention is， and the greater the manager’s effort is， the lower his requirement for the performance share ratio will be. Thirdly， the dynamic basic salary system can help to improve managers’ effort. Fourthly， the higher the proportion of monopolistic surplus is， the lower the manager’s effort will be. Finally， the greater the performance share ratio and the non-monetary utility sensitivity are， the higher the manager’s effort will be.

Key words: dismissal tendency, turnover intention, dynamic basic salary, monopolistic surplus, non-monetary utility

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