概念及其在职场中多维体现.pdfVIP

HRQuestion2

1.

Narrowlyspeaking,compensationreferstoallformsoffinancialreturnsand

tangibleservicesandbenefitsemployeesreceiveaspartofanemployment

relationship.However,attheworkce,employeesactuallymaygetvariousreturns

fromtheirwork.Somescholarshaveadvocatedtheconceptsoftotalcompensation,

includingpayreceiveddirectlyascash(e.g.basewage,meritincreases,incentives,cost

oflivingadjustments)andindirectlythroughbenefitsandservices(e.g.security,

alstatus,opportunitytobelong,challengingworkandsoon).Besidesthesetotal

compensationforms,employeescanalsogetsomerelationalformsofreturnssuchas

recognitionandstatus,learningopportunities,employmentsecurity,andchallenging

work.Asforacademicresearch,usually,wefollowedthenarrowdefinitionof

compensation.

Bydefinition,compensationcanbeseenastheequivalentofemployees’labor

input;however,inreality,mostemployersexpectittobeamotivationfactor,instead

ofahygienefactoronly,justasLazear(1988)hassaidthat“incentivesaretheessence

ofeconomics”.

Basedonbothhygieneconsiderationandmotivationconsideration,Nilkovichand

Newman(1999)proposedapaymodelfollowingthreeobjectives:compliancewith

thelawandregulations,equity,andefficiency.

Complianceisacompulsoryobjective,meaningthatcompensationpractices

shouldconformtovariouslawsandregulations.Aslawsandregulationschange,pay

systemsmayneedtobeadjustedtoensurecompliance.

Equityisafundamentalobjective.Onetheonehand,itisacompulsory

requirement,oratleastawell-acceptedconventionthat“fairtreatmentforall

employees”;ontheotherhand,employeesu