Social, Organizational, and Wage Efficiency

社会、组织和工资效率

• 批准号: 8708108
• 负责人: Peter Doeringer
• 金额: --
• 依托单位: Trustees of Boston University
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 1987
• 资助国家: 美国
• 起止时间: 1987-09-01 至 1989-11-30
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=8708108&HistoricalAwards=false
• 关键词: Social; Organizational; Wage; Efficiency

The objective of this study is to elaborate upon recent theories of efficiency wages. The conditions under which workers shirk are examined and the alternative social and organizational models for motivating labor effort are analyzed. The principal thesis is that social and organizational regimes are more significant than wage compensation schemes as incentives to promote work effort. Alternative models are developed in four areas--organizational and managerial, paternalism, kinship, and legitimacy. The nature of labor supervision and various efficiency compensation regimes are also examined. The research takes an inductive, in contrast to a deductive, approach to theory, where the models are supported by data from business histories, management case studies, industrial relations research, anthropological studies of family and kinship, and industrial sociology, as well as original field research. The significance of this project is that it identifies conditions under which alternatives to simple wage differentials can be used to motivate workers to work more effectively and, thus, to be more productive in the work place. The principal investigator's previous work has been very influential over a broad spectrum both of labor economics and macroeconomics. This project builds on some of his previous work, and there is every reason to believe that this study will be successfully undertaken.

本研究的目的是阐述最近的效率工资理论。工人推卸的条件下进行检查和替代的社会和组织模式，以激励劳动努力进行了分析。主要的论点是，社会和组织制度比工资补偿计划更重要的激励措施，以促进工作的努力。替代模型在四个领域发展-组织和管理，家长式作风，亲属关系和合法性。劳动监察的性质和各种效率补偿制度也进行了审查。该研究采取了一种归纳的，而不是演绎的理论方法，其中模型得到了来自商业历史，管理案例研究，劳资关系研究，家庭和亲属关系的人类学研究，工业社会学以及原始实地研究的数据的支持。这一项目的意义在于，它确定了在哪些条件下可以采用简单工资差别的替代办法来激励工人更有效地工作，从而提高工作场所的生产率。首席研究员的先前工作在劳动经济学和宏观经济学的广泛领域都非常有影响力。该项目建立在他之前的一些工作的基础上，并且有充分的理由相信这项研究将成功进行。