劳动力市场中雇主与雇员之间的隐性互惠偏好能够导致雇佣关系中互惠行为的发生,但现有文献缺乏对这种互惠行为触发条件和影响因素的深入研究。笔者通过双边礼物交换实验检验了劳动力市场雇佣关系中互惠的触发机制以及影响互惠关系的因素,并采用个体固定效应模型对实验数据进行了分析。结果显示:雇主与雇员之间存在着稳健的互惠行为倾向,但在不同条件下双方的互惠程度存在差异;损失风险下雇佣双方互惠的触发需要二重条件,既需要赠礼水平的提高,也需要互惠能够提高自身收益;雇主和雇员交流的效率会影响互惠程度的变化;重新匹配有利于雇主和雇员在新的雇佣环境中采取更为主动的互惠行为;雇员生产力水平的提高对于互惠程度的提升有显著促进作用。本研究拓展了劳动雇佣关系中关于互惠行为的学术探讨边界,研究结论丰富了劳动雇佣关系和互惠偏好理论方面的相关文献,对于通过互惠机制解决我国劳动力市场的摩擦问题也有一定的现实意义。
Abstract
In the labor market,both managers and employees have implicit preferences for reciprocal behavior,leading to the occurrence of the reciprocal behavior in the manager-employee relationship,but the existing literature is still lack of in-depth research on the triggering conditions and influencing factors.In the laboratory,the triggering of the reciprocity mechanism has been revealed through a gift-exchange experiment,and the relevant factors affecting the employment relationship have also been studied.Experimental datas have been analysed through individual fixed effects model.The experimental results show that there is a robust reciprocal behavior tendency between managers and employees,but under different conditions,the degree of reciprocity between the two parties is different; the triggering of the reciprocal mechanism between managers and employees under the risk of loss requires dual conditions,not only the improvement of gift levels,but also their own benefits;the change in the degree of reciprocity depends on the communication between managers and employees;re-matching is beneficial for both managers and employees to take more proactive reciprocal behaviors in the new employment environment; the improvement of employee productivity has a significant effect on the improvement of reciprocity.Based on the research conclusions of the experiment,this study expands the academic discussion boundary of reciprocal behavior in the employment relationship,enriches the references relevant to manager-employee relationship and reciprocal preference theory.The reciprocity mechanism of gift exchange experiment has certain guiding significance for solving the friction problem of manager-employee relationship in our country's labor market.
关键词
雇佣关系 /
互惠 /
触发机制 /
礼物交换实验
{{custom_keyword}} /
Key words
Manager-employee relationship /
Reciprocity /
Trigger mechanism /
Gift-exchange experiment
{{custom_keyword}} /
中图分类号：
F272.92
{{custom_clc.code}}
({{custom_clc.text}})
{{custom_sec.title}}
{{custom_sec.title}}
{{custom_sec.content}}
参考文献
[1] Akerlof G A.Labor Contracts as Partial Gift Exchange[J].The Quarterly Journal of Economics,1982,97(4): 543-569.
[2] Fehr E,Goette L,Zehnder C.A Behavioral Account of the Labor Market: The Role of Fairness Concerns[J].Annual Review of Economics,2009,1(1): 355-384.
[3] Kube S,Maréchal M A,Puppe C.Do Wage Cuts Damage Work Morale? Evidence from a Natural Field Experiment[J].Journal of the European Economic Association,2013,11(4): 853-870.
[4] Gneezy U,List J A.Putting Behavioral Economics to Work: Testing for Gift Exchange in Labor Markets Using Field Experiments[J].Econometrica,2006,74(5): 1365-1384.
[5] Falk A.Gift Exchange in the Field[J].Econometrica,2007,75(5): 1501-1511.
[6] 徐瑶.多边礼物交换中的互惠行为及其负外部性:理论与实验证据[D].杭州:浙江大学,2020.
[7] 纪雯雯.可持续社会的就业与未来雇佣关系的研究动态[J].中国人力资源开发,2019(6):98-112.
[8] 王智嵬,赵继伦,于桂兰.我国劳动争议案件数量增长状况与原因——基于1991—2016年相关数据的实证分析[J].山东大学学报(哲学社会科学版),2020(5):64-73.
[9] 香伶,张炳申.新制度经济学对劳动力市场理论的影响[J].财贸经济,2006(1):82-85.
[10] 约翰·巴德,迪瓦希什·海沃,孟泉.雇佣关系:人力资源管理的基础[J].中国人力资源开发,2011(9):85-95.
[11] 严维石.内部劳动市场中的互惠行为与技能外溢效应——基于经济社会学视角[J].浙江大学学报(人文社会科学版),2012(3):191-197.
[12] 江永众,程宏伟.劳动关系研究的多学科比较——基于劳动经济学和人力资源管理学的视角[J].学术研究,2012(5):91-98,159-160.
[13] Camerer C F.Progress in Behavioral Game Theory[J].Journal of Economic Perspectives,1997,11(4): 167-188.
[14] 陈叶烽,叶航,汪丁丁.超越经济人的社会偏好理论:一个基于实验经济学的综述[J].南开经济研究,2012(1):63-100.
[15] Tekleab A G,Taylor M S.Aren't There Two Parties in an Employment Relationship? Antecedents and Consequences of Organization-employee Agreement on Contract Obligations and Violations[J].Journal of Organizational Behavior: The International Journal of Industrial,Occupational and Organizational Psychology and Behavior,2003,24(5): 585-608.
[16] 贾良定,宋继文,李超平,崔荣军,陈永霞.领导风格与员工工作态度——互惠和信任的中介作用的实证研究[J].中大管理研究,2007(1):13-45.
[17] Barr A,Serneels P.Reciprocity in the Workplace[J].Experimental Economics,2009,12(1): 99-112.
[18] 王立宏.基于不完全合约的企业内部互惠机制研究[J].辽宁大学学报(哲学社会科学版),2011(4):93-99.
[19] 严维石.小群体中互惠行为机理研究:基于行为经济学视角[J].中央财经大学学报,2016(3):82-87.
[20] Pereira P T,Silva N,e Silva J A.Positive and Negative Reciprocity in the Labor Market[J].Journal of Economic Behavior & Organization,2006,59(3): 406-422.
[21] 朱富强.“为己利他”行为机理的行为特性:互惠合作[J].改革与战略,2011(1):11-18.
[22] Andreoni J,Miller J.Giving According to GARP: An Experimental Test of the Consistency of Preferences for Altruism[J].Econometrica,2002,70(2): 737-753.
[23] 肖凤秋,郑志伟,陈英和.亲社会行为产生机制的理论演进[J].心理科学,2014(5):1263-1270.
[24] 凌文辁,李锐,聂婧,李爱梅.中国组织情境下上司—下属社会交换的互惠机制研究——基于对价理论的视角[J].管理世界,2019,35(5):134-148,199-200.
[25] Danthine J P,Kurmann A.The Macroeconomic Consequences of Reciprocity in Labor Relations[J].The Scandinavian Journal of Economics,2007,109(4): 857-881.
[26] 陈叶烽,周业安,宋紫峰.人们关注的是分配动机还是分配结果?——最后通牒实验视角下两种公平观的考察[J].经济研究,2011(6):31-44.
[27] 邹文篪,田青,刘佳.“投桃报李”——互惠理论的组织行为学研究述评[J].心理科学进展,2012(11):1879-1888.
[28] Mahmood S,Zaman A.Monetary and Non-monetary Gift Exchange[J].The Pakistan Development Review,2010: 719-740.
[29] Riedl A,Tyran J R.Tax Liability Side Equivalence in Gift-exchange Labor Markets[J].Journal of Public Economics,2005,89(11/12): 2369-2382.
[30] Dennis A V.Dittrich & Anthony Ziegelmeyer.Laboratory Bilateral Gift Exchange: The Impact of Loss Aversion[Z].Working Paper,2006.
[31] Cooper D J,Lightle J P.The Gift of Advice: Communication in a Bilateral Gift Exchange Game[J].Experimental Economics,2013,16(4): 443-477.
[32] 骆欣庆,刘剑锋,谢骏杰.惩罚、奖励与合作行为——基于礼物交换博弈实验的对比研究[J].经济与管理,2019(3):26-35.
[33] Lin W,Meng J.Does Gift Competition Hurt? An Experimental Study of Multilateral Gift Exchange[J].An Experimental Study of Multilateral Gift Exchange (June 12,2019),2019.
[34] Gneezy U,Saccardo S,Van Veldhuizen R.Bribery: Behavioral Drivers of Distorted Decisions[J].Journal of the European Economic Association,2019,17(3): 917-946.
[35] Kocher M G,Sutter M.Individual Versus Group Behavior and the Role of the Decision Making Procedure in Gift-exchange Experiments[J].Empirica,2007,34(1): 63-88.
{{custom_fnGroup.title_cn}}
脚注
{{custom_fn.content}}
基金
国家自然科学基金面上项目“大数据视角下城市群要素流动的三维测度、理论机制与壁垒治理——以长三角地区为例”(项目编号:72173063)。
{{custom_fund}}
PDF(1281 KB)
