The bottom line is this: Incentive pay is an effective tool in situations where performance can be fairly measured and where it is based largely on individual effort.
归根结底，当业绩可以公平衡量且主要取决于个人努力时，激励性薪酬是一项有效的工具。
Behavioral contract theory tries to design optimal incentive contracts based on fairness preferences, which mean that agents will pay attention to the comparisons of his payoff and others.
行为合约理论认为代理人具有公平偏好，会关注自己的物质收益与他人相比是否公平，因而试图建立包含公平偏好的最优激励合约。
Based on the analysis of value attributes of human resources, the paper applies value measurement of human resources to the incentive mechanism, and designs a pay plan for (human) resources.
在分析人力资源价值属性的基础上，探讨了将人力资源的价值计量应用于企业激励机制，并设计了一个基于人力资源价值计量的企业薪酬方案。
Based on a basic principal-agency model, the article Analyses the trade-off between pay for performance and promotion based incentive contract, and also points out the topics for future research.
本文采用人事经济学的分析方法，以一个基本的委托代理模型为基础，研究在人力资源管理中绩效激励和晋升激励的契约特征及其局限性，探讨激励契约的发展趋势。
Based on a basic principal-agency model, the article Analyses the trade-off between pay for performance and promotion based incentive contract, and also points out the topics for future research.
本文采用人事经济学的分析方法，以一个基本的委托代理模型为基础，研究在人力资源管理中绩效激励和晋升激励的契约特征及其局限性，探讨激励契约的发展趋势。
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