理论向左,实践向右:绩效工资研究的弥合趋势与最新努力

Theory Left,Practice Right:the Latest Effort and Integration in the Study of Pay for Performance

绩效工资被广泛应用在激励领域,然而相关理论研究始终滞后于实践需求。理论与实践背离的背后是近半个世纪以来的观点对立、理论冲突、学派对峙与实践彷徨,这折射出管理活动所面临的永恒困境——在'自主'与'控制'之间寻求平衡。在创新驱动发展的时代,各种理论的整合、理论与实践的整合已被提上战略议程。文章在厘清绩效工资理论与实践脱节的历史根源的基础上,从情境(塑造有利于绩效工资发挥正向作用的组织情境)、结构(不依赖于水平提高而通过优化结构提升激励效果)、协同(将绩效工资对自主动机的'控制性'转化为引导员工自主发展的'信息性')三个方面,对绩效工资理论与实践的整合进行深度分析。

Pay for performance(PFP)has been widely used in the field of motivation,but the relevant theoretical research has always lagged behind the practical demand.Behind the practice dislocation is the theory conflict,reflecting the half-century dilemma faced by the management:how to find a balance between autonomy and control.In the era of innovation-driven development,it has been placed on the strategic agenda to integrate the gap between theory and practice.Tracing back to the historical roots of the gap between theory and practice of the PFP,we deeply analyzed the integration of PFP theory and practice from three aspects.First is context,which aims to create an organizational context conducive to the positive effect of PFP.Second is structure.Improve incentive effect by optimizing the structure without relying on the improvement of the PFP level.Third is synergism,which aims to transform the'control'of PFP to intrinsic motivation into the'information'to guide the independent development of employees by meeting the psychological needs of employees.