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组织成员的收入偏好影响其工作积极性,并最终作用于组织绩效。以往的相关研究主要把组织成员看作独立的主体进行分析,忽略了其他相关主体的收入偏好可能具有的影响。在特定组织中,各成员的收入偏好存在差异,因而在组织层面上表现出一定的分布特征,可以用均值、标准差、偏度和峰度等参数进行描述。本文通过建立一个多主体模型来分析组织内成员收入偏好的分布是如何影响特定主体的努力水平,进而影响亚组织(部门、项目团队等)的绩效。研究表明,组织内成员收入偏好的均值和标准差对其努力水平的影响较为显著,说明组织在招聘过程中要注意控制潜在员工收入偏好水平的高低和离散程度。
The income preferences of the members affect their enthusiasm for work and eventually act on organizational performance. In the past, related researches mainly analyzed the members of the organization as independent subjects and ignored the possible influence of the income preferences of other related subjects. In a given organization, the members’ income preferences are different, and therefore they show some distributional characteristics at the organizational level. They can be described by mean, standard deviation, skewness and kurtosis. In this paper, we establish a multi-agent model to analyze how the distribution of income preference among members influences the level of effort of a particular subject and thus the performance of sub-organizations (departments, project teams, etc.). The research shows that the mean and standard deviation of the income preference of members in the organization have a significant impact on the level of their efforts, indicating that the organization should pay attention to controlling the level and dispersion of the income preference level of potential employees in the recruitment process.