CAJ | 학술논문

当前中国零售业高管的激励问题比较突出，本文从信任激励的角度，把高管人员的信任激励归纳为对其满意度、忠诚和绩效的作用三个方面。在此基础上，进一步探讨信任激励的相关对策，即根据高管人员被信任感产生的前提，从管理者的公平知觉、授权知觉、组织支持知觉和分享知觉等四个角度，分别采取机会均等、授权分权、帮助与提携、认可与赏识等相应的信任激励措施，以达到减少高管人才流失的激励目的。
당전중국령수업고관적격려문제비교돌출，본문종신임격려적각도，파고관인원적신임격려귀납위대기만의도、충성화적효적작용삼개방면。재차기출상，진일보탐토신임격려적상관대책，즉근거고관인원피신임감산생적전제，종관리자적공평지각、수권지각、조직지지지각화분향지각등사개각도，분별채취궤회균등、수권분권、방조여제휴、인가여상식등상응적신임격려조시，이체도감소고관인재류실적격려목적。
Nowadays it is an important issue how to motivate the top managers in retail industry in China.This paper examines the incentives for top managers from the perspective of trust encouragement which is summarized into three aspects： top managers＇ satisfaction,loyalty and performance.On that basis,it further probes into the methods of trust encouragement from four aspects such as equality perception,authorization perception,organizational support perception and sharing perception.It asserts that the motivation purpose can be achieved,with less talent drain among top managers,by adopting trust encouragement measures respectively,including equal opportunities,empowerment and decentralization,help and promotion,approval and appreciation,etc.