{"title":"撤销通知基于边际效用理论的管理层薪酬研究","authors":"Li Jin-ying, Wei Ya-jun","doi":"10.1109/ICAMS.2010.5552990","DOIUrl":null,"url":null,"abstract":"In this paper, the related theory of remuneration motivation, make an analysis of the remuneration management status for Chinese enterprises, puts forward that the intrinsic compensation and external remuneration do not match the salary system of enterprise. And on this basis, in the perspective of marginal utility theory, researched on the issues of the intrinsic compensation and external remuneration, finally, the thesis analysis the issues reflected in the corresponding countermeasures.","PeriodicalId":282261,"journal":{"name":"2010 IEEE International Conference on Advanced Management Science(ICAMS 2010)","volume":"11 1","pages":"0"},"PeriodicalIF":0.0000,"publicationDate":"2010-08-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"1","resultStr":"{\"title\":\"Notice of RetractionThe remuneration of management studies based on marginal utility theory\",\"authors\":\"Li Jin-ying, Wei Ya-jun\",\"doi\":\"10.1109/ICAMS.2010.5552990\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"In this paper, the related theory of remuneration motivation, make an analysis of the remuneration management status for Chinese enterprises, puts forward that the intrinsic compensation and external remuneration do not match the salary system of enterprise. And on this basis, in the perspective of marginal utility theory, researched on the issues of the intrinsic compensation and external remuneration, finally, the thesis analysis the issues reflected in the corresponding countermeasures.\",\"PeriodicalId\":282261,\"journal\":{\"name\":\"2010 IEEE International Conference on Advanced Management Science(ICAMS 2010)\",\"volume\":\"11 1\",\"pages\":\"0\"},\"PeriodicalIF\":0.0000,\"publicationDate\":\"2010-08-23\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"1\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"2010 IEEE International Conference on Advanced Management Science(ICAMS 2010)\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://doi.org/10.1109/ICAMS.2010.5552990\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"\",\"JCRName\":\"\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"2010 IEEE International Conference on Advanced Management Science(ICAMS 2010)","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1109/ICAMS.2010.5552990","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"","JCRName":"","Score":null,"Total":0}
Notice of RetractionThe remuneration of management studies based on marginal utility theory
In this paper, the related theory of remuneration motivation, make an analysis of the remuneration management status for Chinese enterprises, puts forward that the intrinsic compensation and external remuneration do not match the salary system of enterprise. And on this basis, in the perspective of marginal utility theory, researched on the issues of the intrinsic compensation and external remuneration, finally, the thesis analysis the issues reflected in the corresponding countermeasures.
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