人员管理的经济方法_过去的成就与未来的方向

Vol120,No11JournalofIndustrialEngineeringPEngineeringManagement20061:1,2(11,510006;21,400044):20,,:;;:C83;F27:A:100426062(2006)0120142205:2003212215:2004206209:(02JA790062);(20020611009):(1974),,,,:020,(HRM),(PersonnelEconomics)Lazear(2000),(HRM),,,5,,HRM(HRM)HRM(Lazear,1995,1998;BaronKreps,1999;,2004),130,,111,Lazear(1986,1999)Lazear,:,,,,,,,,112,?,,,,;,,:,,,,(LazearRosen,1981):,;,,Bull,SchotterWeight(1987);EhrenbregBognanno(1990);KnoeberWalter(1994),Lazear(1999),113,,?,,?241,(DelayedPaymentsDeferredCompensations)(Lazear1979,1981):,,,2,,,,MedoffAbraham(1980),Hutchens(1987,1989),Spitz(1991)Lazear(1999),114,,;,:(),,(Winner2take2all)Lazear(1989),(),;,,,,,1PN1,1PN,N,(Holmstrom,1982),(KandelLazear,1992)115,:,(),()?:,;,,,,,,,(Up2or2out):,,,,,Carmichael(1988),,116,,,,,,(,),,(Lazear,1998,216218),,,,117Kerr(1975):,(,)?(19)80,Kerr,,(19)90HolmsromMilgrom(1991)Baker(1992)Kerr,,,,,;,;,,,(Levin,2003;Macleod,2003)118(Norms),,(),341Vol120,No1120061,,,,,?:,,KandelLazear(1991)Encunosa,GaynorRebitzer(1997)Lazear(1999)Safelite,,,HRM,,,Lazear(1995,1998),BaronKreps(1999),Brickleyetal.(1996)(2004)2,,,,Lazear(1992),10Baker,GibbsHolmstrom(1994),,,,,Lazear,:,,,,,,2?,???,,,,,,,:,:?()?,;,,,?,,?,,?Lazear(1999),,,,,(TheDynamicsofIntrafirmStatus)?,,,?,,,,;,,,(GibbonsMichael,2003)?,()?,(),,,,(worklifeincentive)(output2basedpayandinput2basedpay)(paycompression)(PeerPressure)(Norms),(intrafirm441::mobility)(Re2pricingoptions)320,90,1P3,,,(2000,2001),(2003),(2003),(2004),,;,,N,,,,,,(,),,,,,(2001):,59;;,,,;,(,)[1]Baron,J.andD.Kreps.Strategichumanresource:aframeworkforgeneralmanagers[M].NewYork:Wiley,1999.[2]Baker,George.Incentivecontractsandperformancemeasurement[J].inJPE,June1992,vol.100.[3]Brickley,J.,C.Smith&J.Zimmerman.OrganizationalArchitecture:amanagerialeconomicsapproach[M].McGrawHill.,1996.[4]Holmstrom,B.Moralhazardinteams.inBJE,1982,13:32440.[5]Kandel.E.andE.Lazear.Peerpressureandpartnerships[J].inJPE,1992,100,80117.[6]Lazear,E.Agency,earningsprofiles,productivityandhoursrestrictions[J].inAER,1981,71,60620.[7]Lazear,E.Payequalityandindustrialpolitics[J].inJPE,1989,97:56180.[8]Lazear,E.Jobsecurityprovisionsandemployment[J].inQJE,1990,105:699726.[9]Lazear,E.Personneleconomics[M].Cambridge:MTTPress.1995.[10]Lazear,E.Personneleconomicsformanagers[M].NewYork:Wiley.1998.[11]Lazear,E.Personneleconomics:pastlessonsandfuturedirections[J].inJLE,1999,17:199236.[12]Lazear,E.Thefutureofpersonneleconomics[J].inEconomicJournal,2000,vol.110,no.467:611639.[13]Lazear,E.andS.Rosen.Rankordertournamentsasoptimallaborcontracts[J].inJPE,1981,89:841864.[14]Levin,J.Relationalincentivecontracts[J].inAER,June,2003:835856.[15]Macleod,W.Optimalcontractingwithsubjectiveevaluation[J].inAER,March,2003:216240.[16]McCue,Kristin.Promotionandwagegrowth[J].inJLE,1996,vol.14,2:175209.[17].[M].,:,2000.[18].[J].:,2002(1):6165.[19].[M].:,2004.1.[20],.[J].,2003,11(5):95100.[21],.[J].(),2003,26(9):2731.[22].[J].,2001,16(2):100105,127.[23],.[J].,2000,21(5):1015.541Vol120,No1120061EconomicsApproachtoPersonnel:PastAchievementsandFutureDirectionsDONGZhi2qiang1,PUYong2jian2(1.SchoolofEconomicsandManagement,SouthChinaNormalUniversity,Guangzhou510006,China;2.SchoolofEconomicsandBusinessAdministration,ChongqingUniversity,Chongqing400044,China)Abstract:Personneleconomicsemerginginthelatesttwodecadesisanewfieldcrosseconomicsandhumanresourcemanagement.Itemployseconomicsapproachtounderstandinternalorganizationandhumanrecoursemanagement,andaffectsmodernhumanresourcemanagementsignificantly.Thispaperisaliteraturesurveythatfocusesonpastachievements,futureresearchdirectionsanddomesticresearchtrendsinthisfield.Keywords:personneleconomics;economicsofinternalorganization;humanresourcemanagement:641::