作　　者： ; (黄福才）;

机构地区： 中山大学旅游学院

出　　处： 《旅游学刊》 2011年第3期78-85,共8页

摘　　要： 我国饭店业正逐步演变为典型的低薪酬行业,主要表现为固定工资合约逐渐成为主导性薪酬契约,且固定工资基数水平不断下降。文章运用专用性人力资本理论,解释了在隐性知识管理机制缺失的条件下,饭店业主为什么会放弃对专用性人力资本投资收益的追求而选择固定工资合约,并进一步分析了固定工资合约的实际支付水平为什么会逐步下降,直至最终形成接近法定最低工资标准的全行业统一价格。 China＇s hospitality industry is being gradually evolved into a typical low-wage industry, which is mainly embodied in the fact that the fixed-wage contract is gradually becoming the dominant one and the base of fixed wages keeps declining. The paper, by applying the theory of specific human capital, tries to explain why the hotel owners would rather choose fixed - wage contracts than give up the pursuit of income from human capital investment under the condition of the lack of recessive knowledge management mechanism. The paper further analyzes why the actual payment on a fixed-wage contract has gradually declined and eventually formed fixed price of the entire industry close to the statutory minimum wage standard.

关 键 词： 专用性人力资本 饭店业 基层员工 薪酬体系

领　　域： [经济管理—企业管理] [经济管理—国民经济]