绩效薪酬何以提高员工绩效——基于经济激励与心理预期的权变模型

How does performance pay to improve employee performance?——A contingency model based on economic incentive and psychological expectation

绩效薪酬(PFP)是组织控制系统的一部分,组织中希望以绩效薪酬来最大化员工绩效。因此,基于对经济激励和心理预期的相关原理的整合与分析,构建员工绩效—绩效薪酬模型,初步分析个人变量(员工任期)、工作变量(职位级别)、薪酬水平变量(员工薪酬满意度)对员工绩效的调节作用,以此来证明构建的员工绩效—绩效薪酬结构模型的整合能力和解释能力,从本质上理解绩效薪酬如何提高员工绩效的机理。

Performance Pay（PFP） is part of an organization ’s control system in which organizations want to maximize employee performance with performance pay（PFP）.Therefore,based on the integration and analysis of the relevant principles of economic incentives and psychological expectations,this paper constructs an employee performance-performance compensation model to analyze the personal variables（employee tenure）,job variables（job rank）,salary level variables（employee compensation satisfaction） And the adjustment of employee performance in order to prove the constructed employee performance-the performance pay structure model of the ability to integrate and explain the ability,in essence,to understand how the performance pay improve employee performance mechanism.