国企员工薪酬激励法律制度研究

发布时间：2018-11-13 18:33

【摘要】： 国有企业员工激励问题就是现阶段国有企业改革面临的十分关键的难点问题,这个问题的解决可能成为国有企业改革的一个重要的突破口。因此,对国有企业员工的激励问题研究具有十分重要的理论意义和现实价值。但目前我国国企员工的薪酬激励存在着若干问题：激励导向存在局限性、短期激励加强,长期激励仍然不足、薪酬不公、股权激励机制尚未真正建立、国企员工薪酬水平行业差异明显等。本文通过对国企员工薪酬制度的现状阐述、借鉴国外先进立法经验,通过理论分析和中外对比,提出完善我国国有员工薪酬激励法律制度的构想,包括对我国国企员工股权激励和股票期权制度、国企员工最低工资制度、国企员工薪酬的优先权制度、国企员工薪酬集体谈判制度的完善。
[Abstract]:The problem of employee motivation in state-owned enterprises is a key and difficult problem in the reform of state-owned enterprises at this stage. The solution of this problem may become an important breakthrough in the reform of state-owned enterprises. Therefore, it is of great theoretical significance and practical value to study the motivation of employees in state-owned enterprises. However, at present, there are some problems in the salary incentive of state-owned employees in our country: the limitation of incentive orientation, the strengthening of short-term incentive, the shortage of long-term incentive, the unfair compensation, and the lack of equity incentive mechanism. State-owned enterprise employee salary level industry difference is obvious and so on. Based on the exposition of the present situation of employee compensation system in state-owned enterprises, the author draws lessons from the advanced legislative experience of foreign countries, through theoretical analysis and comparison between China and foreign countries, it puts forward the idea of perfecting the legal system of salary incentive for state-owned employees in China. It includes the stock right incentive and stock option system, the minimum wage system, the priority system of employee compensation, and the perfection of collective bargaining system.
【学位授予单位】：暨南大学
【学位级别】：硕士
【学位授予年份】：2010
【分类号】：F249.24;D922.51

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