An Empirical Research Of Relationship Between Positive/Negative Incentives And Corporate Performance

As the economy develops,enterprises advocate more "people-oriented" management principles,and with the employees' demands increasing,the traditional positive incentive cannot work efficiently.So the negative incentive theory becomes an important topic in the area of human resource management.In this study,questionnaires are used to collect data from middle-senior managers,and the impact of enterprise characteristics on enterprise incentives are analyzed.Then a further analysis of the relationship between enterprise incentives and corporate performance is done.Eventually a regression model is set up.Research conclusions:(1)There are significant differences in the area of enterprise incentives and performance due to the different scales of operation.(2)There is a significant positive correlation between enterprise incentives and corporate performance.And there are significant positive correlation between the five dimensions of enterprise incentives and the four dimensions of corporate performance.(3)There are significant differences of corporate performances between enterprises with different enterprise incentives(4)The five dimensions of enterprise incentives(leading management, working condition,wage and treatment,job itself,training and development) influence on the corporate performance differently.Three of the dimensions(leading management,wage and treatment,training and development) can forecast the corporate performance,but working condition and job itself can not.(5)The scales of operation do influence the relationship between enterprise incentives and corporate performance. Finally,from the conclusions of this study some suggestions could be offered for a better use of negative incentives.and more empirical studies of negative incentive are provided.