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如何有效地提升团队活力，是公司治理领域中的重要问题，对于优化企业管理模式具有深远意义。一些现实观察和理论研究表明，团队间竞争有助于提升员工努力程度、促进团队内部合作，从而提高组织效率。文章基于实验室实验对团队间竞争改善团队合作困境的效果和机制进行研究，在公共品博弈实验的基础上引入了团队间竞争规则。结果表明竞争的引入会显著提升团队合作水平和平均个人绩效。通过进一步研究竞争的施加方式是否会影响竞争对合作的促进效果，发现无论竞争是通过外生强制施加还是通过内部投票施加，对合作的促进效果都是显著的。但是当团队成员具有投票选择权时，并不是所有成员都会支持引入竞争，成员的投票决策主要受到预期竞争结果的影响。研究结论为道德风险下的激励机制设计和如何改善团队生产中的搭便车问题提供了理论分析框架，也为公司针对不同人群制定更加有效的激励方案提供了新思路。
Abstract：How to effectively enhance the vitality of the team is an important issue in the field of corporate governance, which is of far-reaching significance for optimizing the enterprise management model. Some real-world observations and theoretical studies have shown that inter-team competition can improve organizational efficiency by increasing employee effort and promoting cooperation within the team. Based on laboratory experiments, this paper studies the effect and mechanism of inter-team competition in improving the dilemma of teamwork, and we introduce inter-team competition rules based on public goods game experiments. The results show that the introduction of competition significantly improves the level of teamwork and average individual performance. We further investigated whether the way competition is imposed affects the effect of competition on cooperation. The results show that the promotion effect of competition on cooperation is significant regardless of whether competition is imposed by exogenous coercion or through internal voting. However, when members have the right to vote, not all members will support the introduction of competition, and members' voting decisions are mainly influenced by the expected outcome of competition. This paper provides a theoretical framework for the design of incentive mechanism under moral hazard and for improving the free-rider problem in team production, and also provides new ideas for companies to formulate more effective incentive programs for different groups of people.
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(1)本文模型参数的设置综合考虑了Markussen等(2014)和Burton-Chellew等(2010)研究中关于团队间竞争实验的参数设置。
(2)本文实验选择学生被试,关于学生群体的行为模式是否和真实世界中的职业人群存在差异的问题,一些实验经济学文献对比了职业人群样本和学生样本的实验结果,德州达拉斯大学的Rachel Croson教授总结了近30篇用学生和非学生样本作为被试的同一实验结果的差异问题,并发现大多数实验结果是无差异的,即非学生样本的行为和学生样本的行为并没有典型差异。其他经济学家的一些研究也均验证了学生被试和非学生被试的实验结果无显著差别。因此,学生被试实验结果所表现出的一些行为特征和个体偏好在某种程度上具有一般性和普适性。
(3)以往研究文献中通常使用成员平均捐献额作为衡量团队合作水平的指标,这样呈现可以更加直观地反映成员向公共品中的投入在自身禀赋中所占的比重。
(4)亲社会偏好又称为社会偏好、他涉偏好或互动偏好,它的核心内涵是:人们不仅关心自身的物质收益,还会关注他人的情况。这种思想将利他、互惠、公平、追求社会福利最大化等一系列区别于自利偏好的个人偏好引入经济学的分析框架中,以解释传统经济学无法解释的一些现象。
(5)我们也将第2场和第5场的第三阶段数据排除后做了回归分析,发现主要指标的结果和排除这些观测值之前并无显著差异。
基本信息:
DOI：10.14134/j.cnki.cn33-1336/f.2025.03.004
中图分类号:F272.92
引用信息:
[1]陈阳,遇芳,张元鹏.团队间竞争对企业管理效率的提升机制研究[J].商业经济与管理,2025,No.401(03):55-69.DOI:10.14134/j.cnki.cn33-1336/f.2025.03.004.
基金信息:
中国教育科学研究院中央级公益性科研院所基本科研业务费专项资助项目“基于公平偏好的教师激励机制设计”(GYJ2024010)
2025-04-08
2025
2025-05-14
2025
1
2025-03-15
2025-03-15