Analysis of a unconventionality phenomenon with employees screening based on information economics theory

机译：基于信息经济学理论的员工甄别非常规现象分析

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It used to be a normal method for enterprises screening employees in the basis of the direct signal of diploma and salary. But, we find that many enterprises refused to accept the senior, but they just welcome have seen service person. In order to analyze this phenomenon, we introduce three kind of players, two strategy profiles, two employment states, and put forward three hypotheses. Then we compare the two screening methods for a job seeker, and the results show that it is a better method for enterprise screening employees with years of working experiences because they tend to have higher loyalty.

机译：在文凭和薪水的直接信号的基础上，它曾经是企业甄选员工的一种正常方法。但是，我们发现许多企业拒绝接受高级人员，但他们只是欢迎见到服务员。为了分析这种现象，我们介绍了三种参与者，两种策略概况，两种就业状态，并提出了三种假设。然后，我们比较了两种针对求职者的甄选方法，结果表明，这是对具有多年工作经验的企业进行甄选的一种更好的方法，因为它们往往具有更高的忠诚度。

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《2011 International Conference on E-Business and E-Government》|2011年|p.1-5|共5页
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Liu Hao; Zhang Dong-ge; Tao Jiu-yang; Yang Hu;
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中图分类数字通信网;
关键词
Efficiency wage; Game Theory; Loyalty;

机译：效率工资;博弈论;忠诚度;

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Analysis of a unconventionality phenomenon with employees screening based on information economics theory

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