绩效薪酬与团队成员创新行为关系实证研究被引量：11

An Empirical Study on the Relationship between Pay for Performance and Team Members ’ Innovation Behavior

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摘要通过对316对主管-成员匹配数据的分析,基于期望理论视角考察了绩效薪酬与团队成员探索性创新行为和利用性创新行为的关系,并检验了考核周期的调节效应。研究表明,绩效薪酬与探索行为间无显著的相关关系,与利用行为之间呈显著的正相关关系;考核周期调节了绩效薪酬与探索行为的关系,在长周期情境下,绩效薪酬与探索行为间成显著的正相关关系,而短周期情境下,绩效薪酬与探索行为间呈显著的负相关关系;考核周期对绩效薪酬与利用行为之间的关系无显著的调节效应。 From expectancy theory prospective, we conduct an empirical study on the relationship between pay for performance （PFP） and team members＇ engagement in exploratory innovation and exploitative innovation in work team. We also examine whether these relations are moderated by per- formance appraisal interval （PAD. Based on a sample comprising 49 team supervisors and 316 team members, the findings showed： 1） there exists a non-significant PFP-exploration activities relation and a positive correlation between PFP and exploitation activities; 2） PFP has a positive effect on ex- ploration activities for teams with long PAl and a negative effect on exploration activities for teams with short PAl. （3） PAI does not have a significant moderating effect on the relationship between PFP and team members＇ exploitation activities.

作者张勇龙立荣

机构地区华中科技大学管理学院

出处《管理学报》 CSSCI 北大核心 2013年第8期1138-1143,共6页 Chinese Journal of Management

基金国家自然科学基金资助重点项目(71232001) 国家自然科学基金资助项目(71071064 70871047) 山东省社会科学规划研究资助项目(11DGLJ09)

关键词绩效薪酬考核周期探索行为利用行为团队 pay for performance performance appraisal interval exploration activity exploitation activity team

分类号 C93 [经济管理—管理学]

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