. . . . . "Salario de eficiencia"@es . . . . . "1114155866"^^ . . . "Le salaire d'efficience est un concept d'\u00E9conomie et une th\u00E9orie selon laquelle le salaire vers\u00E9 aux salari\u00E9s est parfois plus \u00E9lev\u00E9 que n\u00E9cessaire car cela permet \u00E0 l'employeur d'inciter le salari\u00E9 \u00E0 \u00EAtre plus productif. Il s'agit d'une th\u00E9orie clef de l'\u00E9conomie du travail."@fr . . . . . "34526"^^ . "Hipoteza p\u0142ac proefektywno\u015Bciowych (ang. efficiency wages) wi\u0105\u017Ce si\u0119 z przekonaniem, \u017Ce poziom p\u0142ac wp\u0142ywa na wydajno\u015B\u0107 pracownik\u00F3w. Dzieje si\u0119 tak na skutek sk\u0142onienia pracownika do rezygnacji z \"obijania si\u0119\" w pracy, gdy\u017C zwi\u0119ksza to warto\u015B\u0107 dochodu, jakiego musia\u0142by si\u0119 wyrzec w wyniku straty pracy, gdyby jego uchylanie si\u0119 od pracy zosta\u0142o wykryte."@pl . . . . "The term efficiency wages (or rather \"efficiency earnings\") was introduced by Alfred Marshall to denote the wage per efficiency unit of labor. Marshallian efficiency wages would make employers pay different wages to workers who are of different efficiencies such that the employer would be indifferent between more-efficient workers and less-efficient workers. The modern use of the term is quite different and refers to the idea that higher wages may increase the efficiency of the workers by various channels, making it worthwhile for the employers to offer wages that exceed a market-clearing level. Optimal efficiency wage is achieved when the marginal cost of an increase in wages is equal to the marginal benefit of improved productivity to an employer."@en . . . . . . . . . "Hipoteza p\u0142ac proefektywno\u015Bciowych (ang. efficiency wages) wi\u0105\u017Ce si\u0119 z przekonaniem, \u017Ce poziom p\u0142ac wp\u0142ywa na wydajno\u015B\u0107 pracownik\u00F3w. Dzieje si\u0119 tak na skutek sk\u0142onienia pracownika do rezygnacji z \"obijania si\u0119\" w pracy, gdy\u017C zwi\u0119ksza to warto\u015B\u0107 dochodu, jakiego musia\u0142by si\u0119 wyrzec w wyniku straty pracy, gdyby jego uchylanie si\u0119 od pracy zosta\u0142o wykryte."@pl . . "Efficiency wage"@en . . "\u6548\u7387\u5DE5\u8CC7\u5047\u8AAA\uFF08\u82F1\u8A9E\uFF1Aefficiency wage hypothesis\uFF09\uFF0C\u53C8\u7A31\u6548\u7387\u5DE5\u8CC7\u7406\u8AD6\uFF08efficiency-wage theory\uFF09\uFF0C\u52DE\u52D5\u7D93\u6FDF\u5B78\u4E2D\u7684\u4E00\u9805\u5047\u8AAA\uFF0C\u5B83\u8A8D\u70BA\u5DE5\u8CC7\u4E26\u4E0D\u5168\u7136\u662F\u7531\u52DE\u52D5\u529B\u7684\u4F9B\u7D66\u8207\u9700\u6C42\u6240\u6C7A\u5B9A\u3002\u50F1\u4E3B\u70BA\u4E86\u6FC0\u52F5\u52DE\u5DE5\uFF0C\u7D93\u5E38\u6703\u7528\u9AD8\u65BC\u5747\u8861\u50F9\u683C\u7684\u6C34\u6E96\u4F86\u50F1\u7528\u52DE\u5DE5\uFF0C\u4EE5\u589E\u9032\u54E1\u5DE5\u7684\u751F\u7522\u6548\u7387\u3002\u5B83\u88AB\u8A8D\u70BA\u662F\u4E00\u7A2E\u5E02\u5834\u5931\u9748\u7684\u73FE\u8C61\u3002\u9019\u500B\u7406\u8AD6\u88AB\u7528\u4F86\u8AAA\u660E\u5931\u696D\u7684\u7522\u751F\uFF0C\u8207\u5DE5\u8CC7\u7684\u5411\u4E0B\u50F5\u56FA\u6027\u6709\u95DC\uFF1B\u4E5F\u53EF\u4EE5\u88AB\u7528\u4F86\u89E3\u91CB\u70BA\u4F55\u5DE5\u8CC7\u9435\u5F8B\u6C92\u6709\u767C\u751F\u3002 \u9019\u500B\u5B78\u8AAA\u6700\u65E9\u7531\u827E\u5C14\u5F17\u96F7\u5FB7\u00B7\u9A6C\u6B47\u5C14\u63D0\u51FA\uFF0C\u73FE\u5728\u6210\u70BA\u65B0\u8208\u51F1\u6069\u65AF\u5B78\u6D3E\u7684\u7814\u7A76\u4E3B\u984C\u4E4B\u4E00\u3002"@zh . . . . "817735"^^ . . . . . . . . "Unter einem Effizienzlohn versteht man in der Volkswirtschaftslehre einen Lohn, der oberhalb des Gleichgewichtsniveaus liegt und den ein Arbeitgeber freiwillig bezahlt, um die Arbeitsproduktivit\u00E4t zu erh\u00F6hen, die Fluktuationskosten zu senken, die Arbeitnehmer mit der h\u00F6chsten Produktivit\u00E4t zu besch\u00E4ftigen oder Arbeitsnormen zu erh\u00F6hen. Differenziert nach neoklassischen, soziologischen und psychologischen Modellen zeigt der Artikel die Motivation f\u00FCr das Zahlen von Effizienzl\u00F6hnen auf. In den neoklassischen Bereich fallen der so genannte Shirking-Ansatz, das Fluktuationskostenargument sowie die Theorie der adversen Selektion. Bei den sozialen Effizienzlohntheorien wird den sozialen Normen und der Interaktion zwischen Personen ein entscheidender Einfluss auf das menschliche Verhalten beigemessen. Inwiefern dieser Einfluss bei Gestaltung von Effizienzl\u00F6hnen ber\u00FCcksichtigt werden muss, wird in dem Fair-wage/Effort-Modell und dem Gift-Exchange-Ansatz beschrieben. Die Equity-Theorie beleuchtet das Thema Effizienzlohn aus psychologischer Sicht."@de . . . . . "\uB2A5\uB960\uAE09 \uB610\uB294 \uC5C5\uC801\uAE09 (\uB610\uB294 \uC2E4\uC801\uAE09. Merit pay)\uC740 \uC2DC\uAC04\uAE09\uC5D0 \uC131\uACFC\uAE09\uC744 \uBCF4\uD0E0 \uBC29\uC2DD \uC911 \uD558\uB098\uC774\uB2E4. \uAE30\uBCF8\uC801\uC778 \uADFC\uB85C\uC5D0 \uB300\uD55C \uAE30\uBCF8\uAE09\uC774 \uC81C\uACF5\uB418\uACE0 \uC774\uC5D0 \uC131\uACFC \uB4F1\uC744 \uD3C9\uAC00\uD558\uC5EC \uAC1C\uBCC4\uC801\uC778 \uC131\uACFC\uAE09\uC744 \uCD94\uAC00\uD55C \uD615\uD0DC\uC774\uB2E4. \uB2A5\uB825\uAE09\uC81C, \uC131\uACFC\uAE09\uC81C, \uBCC0\uB3D9\uAE09\uC5EC\uC81C \uB4F1\uC774 \uC5EC\uAE30\uC5D0 \uC18D\uD55C\uB2E4."@ko . . "La teoria dei salari efficienti, in economia del lavoro e in economia politica, si occupa di spiegare per quale motivo, in alcuni mercati, i salari sono pi\u00F9 alti del livello che porta in parit\u00E0 domanda e offerta di lavoro (livello di market clearing). In particolare, si occupa di studiare gli incentivi che spingono le imprese a corrispondere questi salari pi\u00F9 alti di quello di mercato ai lavoratori, allo scopo di aumentarne la produttivit\u00E0 e l'efficienza."@it . "La teoria dei salari efficienti, in economia del lavoro e in economia politica, si occupa di spiegare per quale motivo, in alcuni mercati, i salari sono pi\u00F9 alti del livello che porta in parit\u00E0 domanda e offerta di lavoro (livello di market clearing). In particolare, si occupa di studiare gli incentivi che spingono le imprese a corrispondere questi salari pi\u00F9 alti di quello di mercato ai lavoratori, allo scopo di aumentarne la produttivit\u00E0 e l'efficienza."@it . "Salaire d'efficience"@fr . . . "P\u0142aca proefektywno\u015Bciowa"@pl . . . . . . "\uB2A5\uB960\uAE09"@ko . . "En econom\u00EDa, los salarios de eficiencia son un concepto que se encuadra en el nuevo keynesianismo (especialmente utilizado por los economistas Carl Shapiro y Joseph E. Stiglitz en 1984\u200B) para explicar la causa de una parte del desempleo de las econom\u00EDas de mercado contempor\u00E1neas."@es . . "Le salaire d'efficience est un concept d'\u00E9conomie et une th\u00E9orie selon laquelle le salaire vers\u00E9 aux salari\u00E9s est parfois plus \u00E9lev\u00E9 que n\u00E9cessaire car cela permet \u00E0 l'employeur d'inciter le salari\u00E9 \u00E0 \u00EAtre plus productif. Il s'agit d'une th\u00E9orie clef de l'\u00E9conomie du travail."@fr . "Doelmatigheidsloon"@nl . "Unter einem Effizienzlohn versteht man in der Volkswirtschaftslehre einen Lohn, der oberhalb des Gleichgewichtsniveaus liegt und den ein Arbeitgeber freiwillig bezahlt, um die Arbeitsproduktivit\u00E4t zu erh\u00F6hen, die Fluktuationskosten zu senken, die Arbeitnehmer mit der h\u00F6chsten Produktivit\u00E4t zu besch\u00E4ftigen oder Arbeitsnormen zu erh\u00F6hen."@de . . . . "Effizienzlohn"@de . . "In de verstaat men onder het doelmatigheidsloon (Engels: \"efficiency wage\") een loon, dat boven het evenwichtsniveau ligt (het reserveringsloon). De werkgever heeft er belang bij een doelmatigheidsloon te betalen, dat hoger ligt dan het marktruimende reserveringsloon, om aan de ene kant de arbeidsproductiviteit te verhogen en aan de andere kant de , verbonden aan een hoge uitstroom van personeel (werving en training) te verlagen."@nl . . "\u0623\u062C\u0631 \u0627\u0644\u0643\u0641\u0627\u0621\u0629"@ar . . "\u6548\u7387\u5DE5\u8CC7"@zh . "\u0641\u064A \u0627\u0642\u062A\u0635\u0627\u062F\u064A\u0627\u062A \u0627\u0644\u0639\u0645\u0644\u060C \u062A\u062C\u0627\u062F\u0644 \u0641\u0631\u0636\u064A\u0629 \u0623\u062C\u0648\u0631 \u0627\u0644\u0643\u0641\u0627\u0621\u0629 (\u0628\u0627\u0644\u0625\u0646\u062C\u0644\u064A\u0632\u064A\u0629: Efficiency wage) \u0628\u0623\u0646 \u0627\u0644\u0623\u062C\u0648\u0631\u060C \u0639\u0644\u0649 \u0627\u0644\u0623\u0642\u0644 \u0641\u064A \u0628\u0639\u0636 \u0623\u0633\u0648\u0627\u0642 \u0627\u0644\u0639\u0645\u0644\u060C \u062A\u062A\u0634\u0643\u0644 \u0628\u0637\u0631\u064A\u0642\u0629 \u0644\u0627 \u062A\u0624\u062F\u064A \u0625\u0644\u0649 \u062A\u0635\u0641\u064A\u0629 \u0627\u0644\u0633\u0648\u0642. \u0639\u0644\u0649 \u0648\u062C\u0647 \u0627\u0644\u062A\u062D\u062F\u064A\u062F\u060C \u0641\u0625\u0646\u0647 \u064A\u0634\u064A\u0631 \u0625\u0644\u0649 \u0627\u0644\u062D\u0648\u0627\u0641\u0632 \u0644\u0644\u0645\u062F\u0631\u0627\u0621 \u0644\u062F\u0641\u0639 \u0627\u0644\u0639\u0627\u0645\u0644\u064A\u0646 \u0644\u062F\u064A\u0647\u0645 \u0623\u0643\u062B\u0631 \u0645\u0646 \u062A\u0637\u0647\u064A\u0631 \u0623\u062C\u0648\u0631 \u0627\u0644\u0633\u0648\u0642 \u0645\u0646 \u0623\u062C\u0644 \u0632\u064A\u0627\u062F\u0629 \u0642\u062F\u0631\u062A\u0647\u0627 \u0627\u0644\u0625\u0646\u062A\u0627\u062C\u064A\u0629 \u0623\u0648 \u0627\u0644\u0643\u0641\u0627\u0621\u0629\u060C \u0623\u0648 \u062A\u0642\u0644\u064A\u0644 \u0627\u0644\u062A\u0643\u0627\u0644\u064A\u0641 \u0627\u0644\u0645\u0631\u062A\u0628\u0637\u0629 \u0628\u062F\u0648\u0631\u0627\u0646 \u0627\u0644\u0645\u0648\u0638\u0641\u064A\u0646\u060C \u0641\u064A \u0627\u0644\u0635\u0646\u0627\u0639\u0627\u062A \u0627\u0644\u062A\u064A \u062A\u0633\u062A\u0628\u062F\u0644 \u062A\u0643\u0627\u0644\u064A\u0641 \u0627\u0631\u062A\u0641\u0627\u0639 \u0627\u0644\u064A\u062F \u0627\u0644\u0639\u0627\u0645\u0644\u0629. \u0642\u062F \u062A\u0624\u062F\u064A \u0632\u064A\u0627\u062F\u0629 \u0625\u0646\u062A\u0627\u062C\u064A\u0629 \u0627\u0644\u0639\u0645\u0644 \u0623\u0648 \u0627\u0646\u062E\u0641\u0627\u0636 \u0627\u0644\u062A\u0643\u0627\u0644\u064A\u0641 \u0625\u0644\u0649 \u062F\u0641\u0639 \u0623\u062C\u0648\u0631 \u0623\u0639\u0644\u0649."@ar . . . "\uB2A5\uB960\uAE09 \uB610\uB294 \uC5C5\uC801\uAE09 (\uB610\uB294 \uC2E4\uC801\uAE09. Merit pay)\uC740 \uC2DC\uAC04\uAE09\uC5D0 \uC131\uACFC\uAE09\uC744 \uBCF4\uD0E0 \uBC29\uC2DD \uC911 \uD558\uB098\uC774\uB2E4. \uAE30\uBCF8\uC801\uC778 \uADFC\uB85C\uC5D0 \uB300\uD55C \uAE30\uBCF8\uAE09\uC774 \uC81C\uACF5\uB418\uACE0 \uC774\uC5D0 \uC131\uACFC \uB4F1\uC744 \uD3C9\uAC00\uD558\uC5EC \uAC1C\uBCC4\uC801\uC778 \uC131\uACFC\uAE09\uC744 \uCD94\uAC00\uD55C \uD615\uD0DC\uC774\uB2E4. \uB2A5\uB825\uAE09\uC81C, \uC131\uACFC\uAE09\uC81C, \uBCC0\uB3D9\uAE09\uC5EC\uC81C \uB4F1\uC774 \uC5EC\uAE30\uC5D0 \uC18D\uD55C\uB2E4."@ko . . . . . . . . . . . . "En econom\u00EDa, los salarios de eficiencia son un concepto que se encuadra en el nuevo keynesianismo (especialmente utilizado por los economistas Carl Shapiro y Joseph E. Stiglitz en 1984\u200B) para explicar la causa de una parte del desempleo de las econom\u00EDas de mercado contempor\u00E1neas. En econom\u00EDa laboral, la hip\u00F3tesis del salario de eficiencia argumenta que los salarios, al menos en algunos mercados, est\u00E1n determinados por m\u00E1s que simplemente oferta y demanda. Espec\u00EDficamente, se\u00F1ala el incentivo de los gerentes empresariales de pagar a sus empleados salarios mayores que el promedio del mercado para incrementar su productividad o eficiencia econ\u00F3mica. Esta productividad laboral incrementada paga por los salarios relativamente altos. Esta teor\u00EDa desempe\u00F1a un papel importante en el an\u00E1lisis econ\u00F3mico del mercado laboral. As\u00ED, en el modelo del salario de eficiencia, el origen del desequilibrio se encuentra en un problema de acceso a la informaci\u00F3n: los empleadores no pueden conocer perfectamente el esfuerzo realizado por los asalariados en su trabajo y, en especial, si realizan el esfuerzo m\u00E1ximo. Con el objetivo de incitarlos a realizar un esfuerzo m\u00E1ximo, el empleador va a pagar al asalariado un poco m\u00E1s de lo que \u00E9l puede esperar en otra empresa: este salario m\u00E1s elevado que el salario del mercado es el salario de eficiencia. Entonces, el asalariado tendr\u00E1 todo el inter\u00E9s en realizar el m\u00E1ximo esfuerzo de manera que pueda permanecer en la empresa que le paga m\u00E1s. Por el contrario, si su salario se encuentra al nivel del punto de equilibrio del mercado, el asalariado no pierde nada al cambiar de empleo y, por tanto, puede \"relajar\" sus esfuerzos en el trabajo: es el salario de reserva. Seg\u00FAn esta teor\u00EDa, la tasa de salario mantiene una relaci\u00F3n creciente con la productividad del empleado. No obstante, si los otros empleadores que utilicen la misma estrategia, todos los salarios van a ser aumentados (al querer cada empleador asegurarse la motivaci\u00F3n o eficiencia de sus propios asalariados). Esto tendr\u00E1 como consecuencia la disminuci\u00F3n de la demanda sobre el mercado laboral, porque el trabajo ser\u00E1 m\u00E1s costoso y los empleadores tender\u00E1n menos a contratar. El an\u00E1lisis keynesiano otorga el nombre de a este desequilibrio del mercado laboral que resulta en un desempleo en mayor cantidad."@es . . . . . . . . "\u6548\u7387\u5DE5\u8CC7\u5047\u8AAA\uFF08\u82F1\u8A9E\uFF1Aefficiency wage hypothesis\uFF09\uFF0C\u53C8\u7A31\u6548\u7387\u5DE5\u8CC7\u7406\u8AD6\uFF08efficiency-wage theory\uFF09\uFF0C\u52DE\u52D5\u7D93\u6FDF\u5B78\u4E2D\u7684\u4E00\u9805\u5047\u8AAA\uFF0C\u5B83\u8A8D\u70BA\u5DE5\u8CC7\u4E26\u4E0D\u5168\u7136\u662F\u7531\u52DE\u52D5\u529B\u7684\u4F9B\u7D66\u8207\u9700\u6C42\u6240\u6C7A\u5B9A\u3002\u50F1\u4E3B\u70BA\u4E86\u6FC0\u52F5\u52DE\u5DE5\uFF0C\u7D93\u5E38\u6703\u7528\u9AD8\u65BC\u5747\u8861\u50F9\u683C\u7684\u6C34\u6E96\u4F86\u50F1\u7528\u52DE\u5DE5\uFF0C\u4EE5\u589E\u9032\u54E1\u5DE5\u7684\u751F\u7522\u6548\u7387\u3002\u5B83\u88AB\u8A8D\u70BA\u662F\u4E00\u7A2E\u5E02\u5834\u5931\u9748\u7684\u73FE\u8C61\u3002\u9019\u500B\u7406\u8AD6\u88AB\u7528\u4F86\u8AAA\u660E\u5931\u696D\u7684\u7522\u751F\uFF0C\u8207\u5DE5\u8CC7\u7684\u5411\u4E0B\u50F5\u56FA\u6027\u6709\u95DC\uFF1B\u4E5F\u53EF\u4EE5\u88AB\u7528\u4F86\u89E3\u91CB\u70BA\u4F55\u5DE5\u8CC7\u9435\u5F8B\u6C92\u6709\u767C\u751F\u3002 \u9019\u500B\u5B78\u8AAA\u6700\u65E9\u7531\u827E\u5C14\u5F17\u96F7\u5FB7\u00B7\u9A6C\u6B47\u5C14\u63D0\u51FA\uFF0C\u73FE\u5728\u6210\u70BA\u65B0\u8208\u51F1\u6069\u65AF\u5B78\u6D3E\u7684\u7814\u7A76\u4E3B\u984C\u4E4B\u4E00\u3002"@zh . . . "Teoria dei salari di efficienza"@it . . "In de verstaat men onder het doelmatigheidsloon (Engels: \"efficiency wage\") een loon, dat boven het evenwichtsniveau ligt (het reserveringsloon). De werkgever heeft er belang bij een doelmatigheidsloon te betalen, dat hoger ligt dan het marktruimende reserveringsloon, om aan de ene kant de arbeidsproductiviteit te verhogen en aan de andere kant de , verbonden aan een hoge uitstroom van personeel (werving en training) te verlagen."@nl . . . . . . . . . . "The term efficiency wages (or rather \"efficiency earnings\") was introduced by Alfred Marshall to denote the wage per efficiency unit of labor. Marshallian efficiency wages would make employers pay different wages to workers who are of different efficiencies such that the employer would be indifferent between more-efficient workers and less-efficient workers. The modern use of the term is quite different and refers to the idea that higher wages may increase the efficiency of the workers by various channels, making it worthwhile for the employers to offer wages that exceed a market-clearing level. Optimal efficiency wage is achieved when the marginal cost of an increase in wages is equal to the marginal benefit of improved productivity to an employer. In labor economics, the \"efficiency wage\" hypothesis argues that wages, at least in some labour markets, form in a way that is not market-clearing. Specifically, it points to the incentive for managers to pay their employees more than the market-clearing wage to increase their productivity or efficiency, or to reduce costs associated with employee turnover in industries in which the costs of replacing labor are high. The increased labor productivity and/or decreased costs may pay for the higher wages. Companies tend to hire workers at lower costs, but workers expect to be paid more when they work. The labor market balances the needs of employees and companies, so wages can fluctuate and fluctuate up or down. Because workers are paid more than the equilibrium wage, there may be unemployment, as the above market wage rates attract more workers. Efficiency wages offer, therefore, a market failure explanation of unemployment in contrast to theories that emphasize government intervention such as minimum wages. However, efficiency wages do not necessarily imply unemployment but only uncleared markets and in those markets. There may be full employment in the economy or yet efficiency wages may prevail in some occupations. In this case there will be excess supply for those occupations and some applicants whom are not hired may have to work at a lower wage elsewhere. Conversely, if supply is less than demand, some employers will need to hire employees at higher wages, and applicants can get jobs with wages higher than the considered wages."@en . . . . 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