在本文中，主要利用行为经济学中的公平偏好理论对团队管理激励进行研究。
首先，对国内外的激励理论进行了详尽的综述，为本文的研究奠定良好的理论基
础；然后，对公平偏好的实验和相关的理论模型进行了详细的介绍，从而对公平
偏好理论有更加清楚的认识；最后，在前人研究模型的基础上，做出合理的改进，
得出本文的研究模型，同时对模型进行分析求解，得出相关的结论。而本文的重
点工作是激励机制的模型设计，文中分别建构以体现团队员工将自己的收入与团
队内部员工的收入进行比较的横向模型激励机制设计，以及体现团队员工将自己
的收入与团队直接管理者的收入进行比较的纵向模型激励机制设计。结果显示：
团队内部成员的收益公平性比较能够影响到团队的合作情况和团队的整体业绩；
具有“公平偏好”的团队员工，如果团队员工（代理人）的收入与团队直接管理
者的收入差距很大，随着团队员工（代理人）“公平偏好”程度的增大，团队员
工的努力水平将会随之下降，从而最终影响到整个团队的合作等。
本文的研究可以为企业管理者在进行激励机制设计时提供合理的建议和良好
的指导作用，也为后续的团队管理激励的研究有借鉴意义。
关键词：公平偏好，团队管理，激励机制
ABSTRACT
In traditional economics，researchers on theory analysis of the research is based
on the economic man hypothesis . According to this hypothesis，among various kinds
of economic activities，people will only care about their own utility， but don&39;t care
about other people&39;s utility，and don&39;t care about each person&39;s utility further is whether
fair distribution .But With the development of cross subjects such as psychology and
economics，especially the emergence of behavioral economics，traditional economics
of economic man hypothesis is widely questioned by researchers. Later，through a lot
of experimental researches show，people have the fairness preference in economic
activities，that is in the work，people not only care about their income, but also care
about other people&39;s income levels. Research on fairness preference has very important
significance，this is because people&39;s behavior is closely related to many social and
economic activities，and fairness preference can have a significant impact on people&39;s
behavior，then people may choose to positive work manner, and also choose to
negative way of working，Finally it has a major impact on social production activities .
In enterprise production, the staff&39;s production behavior is closely related to the benefit
of the enterprise，This is because the staff what production behavior, it can affect the
long-term development of the enterprise and long-term interests. Therefore，the study
of enterprise staff&39;s production behavior becomes very necessary. Because through
research, we have a clear understanding about the production behavior of
employees .In this way, in the enterprise production activities, the enterprise managers
can according to the actual situation formulate reasonable management measures,
especially to design reasonable incentive strategy, so as to ensure enterprise staff&39;s
production behavior conforms to enterprise&39;s development goal, ultimately achieve the
overall goal of the enterprise.At present, some scholars abroad have combined fair
preference theory and incentive theory research，But its use in team management
incentive mechanism problem does not see more.
In this paper, the main use of the fairness preference theory of behavioral
economics will to be studying the management team incentive. First of all，to the
incentive theory of both at home and abroad has carried on the detailed review，and lay
a good theoretical basis for the research；then，to fair preference experiments and the
related theory model has carried on the detailed introduction，so we have a more clear
understanding of fairness preference theory；The last，on the basis of predecessors&39;
research model，making reasonable improvement，then come to the research model of
this paper，at the same time analyzing the model ，and drawing relevant conclusions.
And the focus of this article is a model of incentive mechanism design. Paper were
constructed to reflect the team employees will own income and the income of
employees within the team to compare horizontal model incentive design, and team
staff will reflect their own income and the income of the team managers to compare
directly the longitudinal model of incentive mechanism design.The results showed
that:within the team members gain fair comparison can affect the team cooperation and
the team&39;s overall performance;With fairness preference of the team staff,if the gap
between income of the team employees(agents) and income of the team managers
directly is very large,as the team employees(agents)fairness preferences level
increases, the efforts of team staff levels will fall,which ultimately affects the whole
team cooperation.
Through the study of this article, it can provide reasonable suggestions and good
guidance for the enterprise managers designing the incentive mechanism, at the same
time，it have the reference for subsequent research of team management incentive
Key words: fairness preference，team management，incentive mechanism
1 绪论
1.1 选题的背景及选题的意义
1.1.1 选题的背景
随着经济全球化的发展和竞争激烈的市场环境，市场环境变化迅速，为了加
快企业前进的步伐，现代企业逐步对低落后的管理方法做出改进。在现代企业管
理者，企业必须要快速的反应能力，因为在现代社会中，外部环境越来越复杂，
市场竞争也日趋激烈。企业为了应对这种瞬息万变的经营环境，那么企业必须要
采取有效灵活的组织形式。在此背景下，团队这种组织形式应运而生，它拥有灵
活多变的形式，拥有许多有着不同工作经验和工作技能的团队员工，从而能够快
速解决问题。近代以来，团队管理这种组织，有着自身的优势，例如有效灵活，
现在很多的企业开始重视团队的组织形式。现在非常多的企业都把“团队合作”
作为自己企业的核心价值观，同时现在企业几乎都会采用团队的组织形式去完成
非常复杂的任务，把团队作为平常完成工作任务的基本的一个方法。由此看来，
在企业中，团队这种比较先进的组织形式已经开始起着非常重要的作用，促进了
企业的快速发展。
自从团队这种组织形式出现以来，由于团队具有许多的优势，比如可以提高
企业在市场中的竞争力，所以团队得到了迅速发展；随后，它逐步被管理者所认
可和逐步的接受，并且把它放到了一个十分重要的战略地位，同时，研究者开始
重视团队的管理与激励问题，对团队进行了大量的研究，奠定了团队的理论基础。
团队中的成员在许多的方面不同，比如他们具有不同的知识，不同的文化背
景，不同的技术与技能和不同的工作经验等等，而恰恰有这些人构成了一个团队。
在工作中，他们每个人有着自己的长处，在自己的领域有着许多的擅长之处。当
在工作中遇到各种具有复杂性的实际问题的时候，整个团队的人就可以靠着集中
全部团队成员的智慧，工作经验，同时发挥每个人的想象力和创造力，快速的解
决工作中的难题。然而，作为一个团队，如果想在企业发展
==>>