[1] Bebchuk J, Fried J. Pay without performance [M]. Cambridge:Harvard University Press, 2004.[2] Grund C, Westergaard-Nielsen N. The dispersion of employees'wage increases and firms performance[J]. Industrial and Labor Relations Review,2008,(4):485-501.[3] Martins P S. Dispersion in wage premiums and firm performance[J]. Economics Letters, 2008,101(1): 63-65.[4] 张正堂.企业内部薪酬差距对组织未来绩效影响的实证研究[J]. 会计研究,2008,(9):81-87.[5] Fong E A. CEO pay fairness as a predictor of stakeholder management[J]. Journal of Business Research, 2010,63(4):404-410.[6] 高明华.中国上市公司高管薪酬指数报告[M]. 北京:经济科学出版社,2011.[7] Henrich J, Boyd R, Bowles S,et al. In search of homo economicus: Behavioral experiments in 15 small-scale societies[J]. The American Economic Review, 2001,91:73-78.[8] Clark A E,Masclet D, Villeval M. Effort and comparison income:Experimental and survey evidence[J]. Industrial and Labor Relations Review, 2010,63(3):407-425.[9] Nicholas A. Fairness as a constraint on reciprocity: Playing simultaneously as dictator and trustee[J]. the Journal of Socio-Economics, 2012,41(2):211-221.[10] 晏艳阳,金鹏. 委托人公平偏好下国企高管的最优激励组合[J]. 财经研究, 2012,(12): 128-139.[11] Fehr E, Schmidt K F. A theory of fairness, competition,and cooperation[J]. the Quarterly Journal of Economics,1999,8:817-867.[12] Bolton G E, Ockenfels A. ERC: Atheory of equity, reciprocity, and competition[J]. The American Economic Review,2000,90(1):166-193.[13] Rabin M. Incorporating fairness into game theory and economics[J]. The American Economic Review, 1993,83(5):1281-1302.[14] Skott P. Fairness as a source of hysteresis in employment and relative wages[J]. Journal of Economic Behavior and Organization, 2005,57(3): 305-331.[15] Demougin D, Fluet C, Helm C. Output and wages with inequality averse agents[J]. Canadian journal of economics, 2006,39:399-413.[16] Englmaier F, Wambach A. Optimal incentive contracts under inequity aversion[J]. Games and Economic Behavior, 2010,69(2):312-328.[17] 魏光兴,覃燕红.激励合约线性结构的行为合约理论解释[J]. 管理科学,2010,(23):75-80.[18] 黄再胜,王玉.公平偏好,薪酬管制与国企高管激励[J]. 财经研究,2009,1:16-27.[19] Königstein M,Kovács J, Zala-Mezö. Fairness in a one-principal-two-agents game a post-experimental questionnaire analysis[J]. Journal of Economic Psychology, 2003, 24: 491-503.[20] Fehr E,Schmidt K F. Fairness and incentives in a multi-task principal-agent model[J]. Scandinavian Journal of Economics, 2004, 106(3): 453-474.[21] Holmstrom B, Milgrom P. Multi-task principal-agent analyses: Incentive contracts, asset ownership and job design[J]. Journal of Law, Economics and Organization, 1991,7: 24-52.[22] 朱克江. 经营者薪酬激励机制架构分析[J]. 唯实,2002,(11):16-20[23] Cowherd D M, Levine D I.Product quality and pay equity between lower-level employees and top management: An investigation of distributive justice theory[J]. Administrative Science Quarterly,1992,37(2):302-320.[24] 董志勇.行为经济学中的社会公平态度与价值取向研究[J]. 中国工业经济,2006,(10):75-81. |