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The influence of group incentives, training and other human resource practices on firm performance and productivity.

机译：团体激励，培训和其他人力资源实践对公司绩效和生产力的影响。

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摘要

This study examines the relationship between training, group incentive practices (profit sharing; Employee Stock Ownership Plans (ESOPs); and gainsharing plans), and other human resource policies, and their independent and interactive effects on firm financial performance and productivity. One hundred and twenty five companies from four different industries were surveyed about group incentives, training, and other human resource practices. The senior or a referred human resource officer in each firm was the point of contact for the survey. The survey was merged with financial and organizational information from Standard and Poor's COMPUSTAT. OLS and logit regression on firm performance levels and growth were used to estimate effects of group incentive practices, training, and other human resource factors on firm performance. Factor analysis was employed to see if an underlying factor structure existed for the human resource practices.; Cross sectional and panel comparisons were conducted for analysis of the data. One hundred and twenty five cases were usable for the cross sectional analysis, while one thousand six hundred and sixty seven cases extending over twenty years were usable for the panel regression. Log of sales, log of Tobins Q, and return on assets served as the three dependent variables in this study. Results supported previous findings demonstrating that adoption of profit sharing plans had a strong and beneficial effect on changes in firm productivity. Those firms adopting profit sharing plans experienced an average 9.1 percent change in productivity. Adoption of cash profit sharing plans, in particular, had a beneficial effect on firm productivity with an average 10.6 percent change in productivity for those firms adopting cash profit sharing plans. Results also supported previous literature findings that a group of complementary human resource practices had a positive and significant effect on log of sales and return on assets to a larger extent than individual human resource practices. The addition of each complementary human resource practice within a human resource enhancement factor produced a 2.7 percent rise in log of sales and a 1.4 percent rise in return on assets. Few interactions between compensation, human resource and training measures significantly enhanced firm performance.
机译：本研究考察了培训，团体激励措施（利润共享，员工持股计划（ESOP）和收益分享计划）与其他人力资源政策之间的关系，以及它们对公司财务绩效和生产率的独立和互动影响。对来自四个不同行业的一百二十五个公司进行了团体激励，培训和其他人力资源实践的调查。每个公司的高级或相关人力资源官员都是调查的联系点。该调查与标准普尔COMPUSTAT提供的财务和组织信息合并在一起。对公司绩效水平和增长的OLS和logit回归用于估计团体激励措施，培训和其他人力资源因素对公司绩效的影响。使用因素分析来查看人力资源实践是否存在潜在的因素结构。进行横截面和面板比较以分析数据。一百二十五例可用于横截面分析，而一百六十七例长达二十年的病例可用于面板回归。在本研究中，销售日志，Tobins Q日志和资产收益率是三个因变量。结果支持以前的发现，表明采用利润共享计划对公司生产率的变化具有强大而有益的影响。那些采用利润分配计划的公司的生产率平均下降了9.1％。尤其是，采用现金利润分配计划对公司的生产率产生了有益的影响，采用现金利润分配计划的公司的生产率平均变化了10.6％。结果也支持以前的文献研究结果，即一组补充性人力资源实践对销售记录和资产收益的积极影响显着大于单个人力资源实践。在人力资源增强因素中增加每种补充性人力资源实践，可使销售对数增长2.7％，资产回报率增长1.4％。薪酬，人力资源和培训措施之间很少有相互作用可以显着提高公司绩效。

著录项

  • 作者

    Schulz, Eric Roland.;

  • 作者单位

    Rutgers The State University of New Jersey - New Brunswick.;

  • 授予单位 Rutgers The State University of New Jersey - New Brunswick.;
  • 学科 Business Administration Management.; Psychology Industrial.; Sociology Industrial and Labor Relations.
  • 学位 Ph.D.
  • 年度 1997
  • 页码 246 p.
  • 总页数 246
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 贸易经济;工业心理学;社会学;
  • 关键词

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