个体绩效薪酬对工作绩效的正负效应:理论基础、关键要素与边界条件
The Positive and Negative Effects of Individual Pay for Performance on Work Performance:Theoretical Foundations,Key Factors,and Boundary Conditions
黄丽 1何睿1
作者信息
- 1. 云南财经大学商学院,昆明 650221
- 折叠
摘要
理论界对于个体绩效薪酬能否有效提升工作绩效颇具争议,这既不利于理论界全面审视绩效薪酬的功能,也降低实践界对绩效薪酬的应用.基于此,本研究旨在对绩效薪酬对工作绩效的正负效应进行整合性分析.首先,通过文献梳理,将动机拥挤理论与有机整合理论作为整合两种对立观点(正效应VS负效应)的理论基础;接着分析在何种关键要素下绩效薪酬对工作绩效产生正效应或负效应,包括工作任务特点与绩效薪酬设计两类重要关键要素;然后从个体特征与组织管理特征归纳整理增强或削弱绩效薪酬对工作绩效正效应的边界条件.最后,基于上述三个方面,提出相关的研究展望.
Abstract
It is quite controversial in the academic community whether individual pay for performance can effectively improve work performance,which,for academics,hampers a comprehensive understanding of the functions of PFP,and for practitioners,limits its specific application.Based on this,this study aims to conduct a comprehensive analysis of the positive and negative effects of PFP on work performance.First,through systematically reviewing and summarizing relevant literature,the theories of motivation crowding and of organic integration are employed as the fundamental theory of integrating the two opposing perspectives(positive effect VS negative effect);and then,it analyzes the key factors—the characteristics of work tasks and PFP design—under which PFP has positive or negative effects on work performance;after this,what is concluded from individual characteristics and organizational management ones are the boundary conditions strengthening or weakening the positive effects of PFP on work performance.Finally,on the basis of the discussion above,future research should focus on the following three key aspects.
关键词
个体绩效薪酬/工作绩效/正负效应/关键要素/边界条件Key words
Pay for Performance/Work Performance/Positive and Negative Effects/Key Factors/Boundary Conditions引用本文复制引用
出版年
2024
NETL
NSTL
万方数据