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当前国内军事人力激励理论研究有两种思路:一种是基于军人收入增长的固定补偿性激励,即制度激励;一种是基于心理与行为引导的管理激励。其中固定补偿(含工资定价和要素差别收入定价)激励机制成为近几年这类研究的主流结论,并体现到军人现行收入政策当中。在深化研究中,建议在采用经济学研究方法时应更加注意前提假设与现实的吻合度,并将研究重点转向敬业激励上来。
At present, there are two kinds of thinking on the theoretical research on the motivation of military personnel in our country: one is the fixed compensation incentive based on the growth of the military’s income, which is the institutional incentive; the other is the management incentive based on the psychological and behavioral guidance. Among them, the fixed compensation (including wage pricing and factor-based income pricing) incentive mechanism has become the mainstream conclusion of such research in recent years and reflects the existing revenue policy of military personnel. In deepening the research, it is suggested that economic research methods should pay more attention to the coincidence of the prerequisite and the reality, and shift the research focus to the professional motivation.