绩效工资强度对员工绩效结构的影响

The Effect of Performance Pay Strength on Employee Performance Structure

采用定序测量改进了对绩效工资强度进行定类测量的传统方法,添加非任务绩效之后构建了完整的员工绩效结构。运用社会交换理论提出了研究假设,分析了绩效工资强度变化对员工任务绩效与非任务绩效的影响。经由实验研究发现,绩效工资强度对员工任务绩效有积极影响,对员工非任务绩效有消极影响;个人主义/集体主义价值观对绩效工资强度与员工任务绩效和非任务绩效之间的关系有调节作用,高个人主义员工的任务绩效受绩效工资强度变化的影响大,低个人主义员工的非任务绩效受绩效工资强度变化的影响大。

This paper, by using sequencing method, has improved the traditional method of measuring the performance pay, and analyzed the effects of performance pay strength on employee task performance and non-task performance by adding non-task performance to establish a complete performance pay structure and using social exchange theory to propose our research hypothesis. The research discovers that the performance pay strength has positive effects on task-performance and negative effects on non-task performance. The individualism and collectivism have regulating effect on the relation between performance pay strength and performance structure. The performance pay strength can have great influence on the task performance of employees with more individualism and the non-task performance of employees with less individualism.