等报酬原理是美国学者霍姆斯特龙和米尔格罗姆提出的,其基本涵义是,如果一个雇员在两个不同活动之间的时间和精力的分配不能被雇主所监督,结果要么是雇员花在每项活动的时间或精力的边际报酬率相等,要么是边际报酬率低的活动根本得不到任何时间和精力投入。组织的很多重要活动通常难以测量和监督,固定报酬有其优势。这一原理对于我们理解“为官不为”现象很有启示意义。根据等报酬原理的“为官不为”的成因。一是在新 The principle of remuneration is proposed by the American scholars Holmstrom and Millogom. The basic implication is that if an employee’s time and energy distribution between two different activities can not be supervised by the employer, the result is either an employee The marginal rate of return spent on the time or effort of each activity is equal, or the activity with the low marginal rate of return receives no time and effort at all. Many of the organization’s most important activities are often difficult to measure and monitor, with fixed payouts having advantages. This principle is of great enlightenment for us to understand the phenomenon of “not being official”. According to the principle of equal remuneration “not official ” cause. One is new