CAJ | 학술논문

回顾我国国有企业薪酬制度变迁的历史沿革，从国家经济体制、民营企业和外资企业薪酬制度、国有企业产权制度3个方面分析国有企业薪酬制度变革的滞后性，从路径依赖和国有企业特有的社会责任2个层面分析国有企业薪酬制度的制约因素。在此基础上，指出国有企业薪酬制度的变迁路径应是以“公平与效率”为推动力，弱化国有企业薪酬制度的自我增强机制，形成国有企业诱致性制度变迁和强制性制度变迁的互动机制，赋予国有企业一定薪酬自主权。
회고아국국유기업신수제도변천적역사연혁，종국가경제체제、민영기업화외자기업신수제도、국유기업산권제도3개방면분석국유기업신수제도변혁적체후성，종로경의뢰화국유기업특유적사회책임2개층면분석국유기업신수제도적제약인소。재차기출상，지출국유기업신수제도적변천로경응시이“공평여효솔”위추동력，약화국유기업신수제도적자아증강궤제，형성국유기업유치성제도변천화강제성제도변천적호동궤제，부여국유기업일정신수자주권。
The historical evolution of the salary system change in state-owned enterprises is reviewed. The lagging characteristic of the salary system reform in state-owned enterprises is analyzed from the three aspects of national economic system, salary systems of individually-run enterprises and wholly foreign-owed enterprises, and property right system of state-owned enterprises. And the restricting fac- tors to the salary systems of state-owned enterprises are analyzed from the two layers of path depend- ence and social responsibilities that state-owned enterprises hold. Thus, it is pointed out that for the changing path of the salary system of state-owned enterprises, ＂fairness and efficiency＂ should be taken as motive, the self-reinforcing system of the salary system of state-owned enterprises must be weakened, an interactive mechanism between inducing system change and eompellent system in state-owned enterprises should be realized, state-owned enterprises. change and a certain salary autonomy should be granted for