绩效薪酬对团队成员探索行为和利用行为的影响

Impact of Pay for Performance on Team Members' Exploration and Exploitation Behaviors

基于期望理论和公平理论视角,从团队层面对绩效薪酬与团队成员探索性创新行为(简称探索行为)和利用性创新行为(简称利用行为)的关系进行跨层次研究,检验团队薪酬水平的调节效应。采用上下级问卷匹配的方式搜集调查数据,运用HLM 6.0对来自51名团队主管和329名团队成员的匹配数据进行统计分析。研究结果表明,绩效薪酬与探索行为之间为倒U形关系,与利用行为之间为正相关关系。薪酬水平调节绩效薪酬与探索行为的关系,在高薪酬水平情境下,高强度绩效薪酬对探索行为的负向效应更弱;在低薪酬水平情境下,高强度绩效薪酬对探索行为的负向效应更强。薪酬水平正向调节绩效薪酬与利用行为之间的关系,团队薪酬水平越高,绩效薪酬与利用行为之间的正向关系越强。为绩效薪酬有效性研究提供了一个新的研究视角,研究结论对指导企业优化团队薪酬决策及改进创新管理具有重要的实践价值。

From expectancy theory and equity theory perspectives, the study conducts a cross-level study on the relationship be- tween pay for performance （PFP） and team members＇ exploration behaviors as well as exploitation behaviors in the team level to test the moderating effects of team pay level. The study collects data from 51 supervisors and 329 employees by matching upper and lower questionnaires and statistically analyzes matched data by HLM 6.0. Results indicate that PFP shows an inverted U- shaped relationship with exploration behaviors and a positive correlation with exploitation behaviors. Pay level moderates the rela- tionship between PFP and exploration behaviors. In the condition of high pay level, high PFP exerts weaker negative effects on exploration behaviors. In the condition of low pay level, high PFP exerts stronger negative effects on exploration behaviors. Pay level positively moderates the relationship between PFP and exploitation behaviors. When the team pay level is higher, the posi- tive relationship between PFP and exploitation behaviors is stronger. The study contributes the research on effectiveness of PFP with a new perspective and the conclusions play a significant role in instructing enterprises to optimize team pay decision and to improve innovation management.