薪酬管理作为人力资源管理的核心内容，已有大量理论从内外公平角度和员工期望角度对激励性薪酬进行分析。
As the key content of HRM, the salary management has a lot of theories to analyze the motivational salary study from inside and outside equity theory and employee expectation theory.
传统的激励理论包括需求层次理论、双因素理论、期望理论、强化理论和挫折理论，这些理论自成一说，相互补充。
These are the technological routes that adopted. Traditional motivational theories include demand level theory, dual factors theory, theory of expecting, aggrandizement theory and setback theory.
本文根据期望理论及保健激励理论，对固定薪酬和浮动薪酬的激励因素作探索性研究分析。
This text is based on expectancy theory and motivation-hygiene theory, and makes exploration research and analyses on motivation factors of salary.
期望理论是激励理论中十分重要的内容。期望理论对员工工作动机的主要方面进行了深刻分析，揭示了其内在必然性。
The theory of expectancy, an important part in the theory of encouragement, involves a profound analysis of the key aspects of the working motives of the staff and revelation of its inner necessity.
期望理论是激励理论中十分重要的内容。期望理论对员工工作动机的主要方面进行了深刻分析，揭示了其内在必然性。
The theory of expectancy, an important part in the theory of encouragement, involves a profound analysis of the key aspects of the working motives of the staff and revelation of its inner necessity.
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