航空高等院校激励型薪酬模式研究

南京航空航天大学硕士学位论文航空高等院校激励型薪酬模式研究姓名：宋丹申请学位级别：硕士专业：行政管理指导教师：王锐兰20070101IIIABSTRACTWiththearrivaloftheknowledgeeconomyera,peoplenowbegantorealizethatthecompetitivestaffisthemostfundamentalsourceofCore-Competence.Thegeneralabilityandspecialabilityisthemoststableandlong-termdevelopment,andthemostessentialinfrastructure.Inordertoattractandretainmoretalents,enterprisesandotherorganizationshavelaunchedvariousmanagementchanges.Amongthosemanagementchanges,changesofcompensationmanagementappeartobeparticularlyimportant,becauseofit’sadirectbearingonthejobsatisfactionofstaff.AviationCollegesandUniversitiesareboththeimportantbaseoftechnicaltheoryinnovationandthepersonnel-trainingcradleofChina’sAerospaceenterprise,whichundertakethehistoricmissionofprovidingtalentedpeopleforthecauseofnationaldefenseaviation.ThedevelopmentofAviationCollegesandUniversitiesisindispensabletoacompetitiveteamwhichiscomposedwithteach,researchandmanagementspecialists.Membersofthisteamgenerallyhavehighereducation,theyareindependence,self-confidence,lovelearning,studyhard,begoodatinnovation.TheoldmodelofcompensationmanagementoftheAviationCollegesandUniversitiesappearslackstheabilitytomotivatethem.UsingmodernmanagementtheoryandincentivetheorythisarticlemakesasystematicallyresearchandanalysisofthepresentsituationofAviationCollegesandUniversities,especiallyontheircompensationmanagementsystem.Itfoundthatthesystemoftheircompensationmanagementdoesnotadapttherecentsituations.Thesecollegesanduniversitiesfacewithaproblemthattheirattractionoftalentsisvanishing;thefutureofthembecomesindefinite.Forthephilosophyoftheirmanagementisbehindthetimes,theircompensationlacksofmarketcompetitiveness,themanagementofpayistoodecentralizedetc.Tosolvetheseproblems,thisarticleproposesanewmodelofcompensationmanagement-IncentiveCompensationModelwhichbasedonstafffunction.Finally,thisarticleexplainstheideaandcontentsoftheIncentiveCompensationModelthroughthecaseanalyzesofsomeAviationCollegesandUniversities.Keywords:AviationCollegesandUniversities,Compensation,IncentiveCompensationModel,StaffFunction,()11.11.2,195221956198519931993()()7030[1]1998199319983[2]1.341.41.151.1A62.12.1.12080907Balkin(1984,1990)Gomez-Mejia(1984,1990,1997)KimOh(2002)DespresCharlesHiltropJean-Marie(1996)[3]Gomez-MejiaBalkinMilkovich(1990)[4]KimOh(2002)[5]1200BalkinGomez-Mejia(1984)[6]Risher(2000)[7]Risher(2000)8DiazMariaGomez-Mejia(1997)[8]401732.1.2-(LesterSalamon)[19],,Abelson(1989)Steinberg(1990),,,,Young(1984),,,Rocco(1995),,,,[19]Perrin1994300,42%,198210%1994,9,14600,10.6%[20]FrumkinKeating(2001)1993-1995659015350(),(),,CEO,CEOFrumkinKeating,,[19]2.1.3,:Kerr[9]Carmichael[10],Holmstrom&Milgrom[11]GibbonsMurphy[12]Lazear[13](Multi-taskagent),Katz[14]Ferber&Loeb[15]Konrad&Pfeffer[16]Gomez-Mejia&Balkin[17]1933-1940R.W.Tyler2080LindaDarling-Hammond[18]199812PerformanceRelatedPayPRPPRP102.2[21][22],[23]JohnE.Tropman[24][25][26][27][28][29][30]11[31][32][33][34][35]Homans[36]99[37][38]12(1):(2)[39]E13143.1Compensationpaysalary[40][40][40]intrinsiccompensationjobcharacteristictheoryextrinsiccompensationcorecompensation[41]3.1BaseCompensationIncentiveBenefits3.1153.2163.33.3.1[42]8012317123453.3.2[43]Self-assistedcompensationsolutionJohnE.TropmanTCBP+AP+IP+WP+PP+OA+OG+PI+QL+XTCBPAP18IPWPPPOAOGPIQLX3.3.32080901987199O[42]3.43.4.1191954PDrukerMBO(ManagementbyObjective)[44]SMARTspecificmeasurableattainablerelevanttime-based3.13.1[44]203.4.2KeyPerformanceIndicators,KPIKPIKPI[45]1KPI2KPI3KPI3.2KPI[45]KPIKPI213.53.5.13.23.2[46]1982[47]TRMitchell1234223.5.2ERG3.5.33.5.43.5.53.6[48]3.6.1233.6.2244.14.1.14.1.24.24.2.1(non-distributionconstrain)(LesterSalamon)254.2.212342654.2.31232744.34.3.14.3.2284.3.24.3.3154.3.4294.3.54.4304.4.1(T)(I)(M)(A)(S)(T)(I)(M)(A)(S)4.4.2314.4.2.14.111Y12Y1Y13Y2111Y211Y2112Y2121Y212Y2122Y213Y214Y2151Y2152Y21Y215Y2153Y2211Y221Y2212Y2221Y2Y22Y222Y2222Y324.12231Y2232Y2233Y223Y2234Y231Y232Y233Y234Y235Y236Y237Y238Y23Y239Y241Y242Y243Y24Y244Y2511Y2512Y251Y2513Y2521Y252Y2522Y2531Y253Y2532Y254Y25Y255Y4.4.2.2(TheAnalyticHierarchyProcessAHP)[49]33AHPAHP4AHP991-94.24.2AHP[50]135792468ijija1/ijaW4.34.3W11/51w512wWmaxλ..CI..RI..CR34max..1mCImλ−=−m......CICRRI=..0.1CR4.4..RI[49]m23456789..RI0.000.580.901.121.241.321.411.45/115A=5112(,)(0.25,0.75)TT==10.25w=20.75w=A2m=..0CI=AAHP()()4.4.3iω=[phone]C=BY+BY+BY+BY+BY+a(i)ωωωωω5iiii=1=BY+a(i)ω∑35CiBiiYi01i≤≤iωii01ω≤≤1iω=∑a(i)i=1234512345iiBYiY01iYiω54.4.436[51][52]37A5.1AA195250AA5.2A5.2.15.2.1.1200512A2832162957.52%7974065.12005122832138745534224222166119385.25.32151335178375113233333491355.2.1.2AAA1629A80.8%4642705809574102603945361653938.8%2001190605.4A(%)(%)2002.8-2003.791164270.524627.02003.8-2004.7102577575.632431.62004.8-2005.7113388578.141536.62005.8-2006.7119696680.846438.8AA5.55.5A(%)(%)2002.8-2003.791125227.765972.32003.8-2004.7102527626.974973.12004.8-2005.7113329025.684374.42005.8-2006.7119629925.089775.0A5.6A2002-200510%2006A13%20022006AA40A5.6A(%)(%)(%)(%)2002.8-2003.791118620.425127.629532.417919.62003.8-2004.7102520620.127927.234834.