Research On The Incentive Effect Of Occupational Pension On Staff’s Professional Behaviour

Occupational pension system influences employees’ professional conductsmainly on following aspects: first, it can reduce the mobility of employees, which canbe explained by reinforcement theory. Namely when an employee chooses to work inan enterprise for a lifetime for reducing the job mobility, he can get an annuity, whichforms a positive reinforcement mechanism to keep works. Second, the occupationalpension system can motivate employees work hard and reduce their lazy behavior, soas to improve the labor efficiency. The Two-factor theory, the equity theory and theMaslow’s hierarchical theory of needs have explained the situations for this. TheTwo-factor theory illustrates that the occupational pension system contains thefunction of hygiene and motivation at the same time, which means to have thefunction to stabilize and motivate the staff team.The equality theory shows thatemployees tend to have a fair distribution for the occupational pension Onceemployees think the gap of occupational pension is too big, they will feel discontentedand resistance, which inhibits the work motivation for the staff. The Maslow’shierarchical theory of needs believes that the occupational pension can not onlysatisfy the staff’s physiological needs and security needs, also meet the needs of thehonor of employees. Thus it will have an incentive to employees. The effect ofoccupational pension on employees’ professional conduct for DB occupationalpension differs its from DC occupational pension system. Compared with DCoccupational pension system, the DB model is more flexible in attracting employees,and more can reduce the mobility of employees. But in terms of incentives for workmotivations of the employees, it produces less incentive effects than DC occupationalpension caused by the different mechanisms.The effect of the occupational pension on employees’ professional conducts caninhibit the mobility of employees effectively, while it fails on the part of improving the staff’s work motivations. On the one hand, under the collectivism thought in ourcountry and the idea of "cashing out to secure funds". Employees have a little interestin joining the occupational pension system. Thus it affects the functions of theoccupational pension. On the other hand, time has changed. Due to the improvementof our country economic level, people’s requirements of physiological needs becomesless urgent than its in the old time. People tend to pay more attention to thesatisfaction of respect and self-actualization. With the occupational pension justmainly satisfying the physiological needs and security needs of the staff,theoccupational pension incentive function could not be plaid well in the current time;Inaddition, because of the development of knowledge economy, the change of theenterprise management thought and the popularity of the internet, People’s workingcontents and forms differ from what they are in the old time.However, themeasurement of performance which linked by the occupational pension is still notchanged. It may cause the employee gets the less occupational pension comparedwith what he worked. Thus, it distorts the effect of the occupational pension for theemployee incentive.The improvement of the occupational pension system in China lays onimplement the occupational pension with employers’ payment in DC. Firstly,employers should pay all the fees with the no changing on the nature of theoccupational pension in DC to maximize the occupational pension incentive foremployees. Secondly, pay attention to change the existing range of staff who join intothis system and improve the standards to join the system, so as to motivate employeesto work hard to require the qualifications to join the system. Thirdly, enhance thesystem of occupational pension with the performance. Finally, improve theinformation disclosure of the occupational pension...