绩效薪酬认知差异对员工分配公平感影响研究——以组织伦理气候为调节变量

doi:10.11885/j.issn.1674-5094.2017.03.27.06

西南石油大学学报(社会科学版) ›› 2017, Vol. 19 ›› Issue (4): 36-41.DOI: 10.11885/j.issn.1674-5094.2017.03.27.06

绩效薪酬认知差异对员工分配公平感影响研究——以组织伦理气候为调节变量

余璇¹, 陈维政²

1. 重庆工商大学管理学院, 重庆 400067;
2. 四川大学商学院, 四川成都 610064

收稿日期:2017-03-27 出版日期:2017-07-01 发布日期:2017-07-01
作者简介:余璇(1986-),男(汉族),湖北天门人,讲师,博士,研究方向:企业组织与人力资源管理。
基金资助:
国家自然科学基金项目“企业员工工作疏离感影响因素、形成机制及干预策略实证研究”（71272210）；重庆市高校网络舆情与思想动态研究咨政中心一般项目“重庆市高校大学生疏离感的影响因素、形成机制与作用效果研究”（KFJJ2016010）。

A Study on the Influence of Recognition Difference on Employees' Sense of Distribution Justice——With Organizational Ethic Climate as the Moderator Variable

YU Xuan¹, CHEN Weizheng²

1. School of Management, Chongqing Technology and Business University, Chongqing, 400067, China;
2. Business School, Sichuan University, Chengdu Sichuan, 610064, China

Received:2017-03-27 Online:2017-07-01 Published:2017-07-01

摘要/Abstract

摘要： 绩效薪酬的作用效果一直受到国内外学术界的关注。通过收集有效样本，从认知视角分析员工在"企业实际的绩效薪酬"与"员工期望的绩效薪酬"上的认知差异对分配公平感的影响，以及不同组织伦理气候在绩效薪酬认知差异对分配公平感的作用效果中所起的调节作用，结果表明：绩效薪酬认知差异与员工分配公平感呈显著负相关关系，即绩效薪酬认知差异越小，员工分配公平感越高；在绩效薪酬认知差异对员工分配公平感的影响中，关怀导向伦理气候起到正向调节作用，规则导向伦理气候不具有调节作用，而自利导向伦理气候起到负向调节作用。

关键词: 绩效薪酬, 认知差异, 分配公平感, 组织伦理气候, 公平理论

Abstract: The effectiveness of performance related pay has always been the concern of the academic circle. Based on the valid samples collected,we analyze the differences in employee cognition about the"real"performance related pay they actually get and about the pay they"expect"to get,the influence of such differences on employees' sense of distribution justice,and the moderating effects of different organizational climates on such influence. The study shows that cognitive differences are of significant negative correlation with employees' sense of distribution justice. And caring oriented ethic climate moderates positively,rule oriented ethic climate has no moderation effect,and instrumentalism oriented ethic climate moderates negatively.

Key words: performance related pay, cognitive difference, sense of distribution justice, organizational ethic climate, equity theory

中图分类号:

F272.92

余璇, 陈维政. 绩效薪酬认知差异对员工分配公平感影响研究——以组织伦理气候为调节变量[J]. 西南石油大学学报(社会科学版), 2017, 19(4): 36-41.

YU Xuan, CHEN Weizheng. A Study on the Influence of Recognition Difference on Employees' Sense of Distribution Justice——With Organizational Ethic Climate as the Moderator Variable[J]. 西南石油大学学报(社会科学版), 2017, 19(4): 36-41.

0
/ / 推荐

导出引用管理器 EndNote|Ris|BibTeX

链接本文: http://journal15.magtechjournal.com/Jwk_xnsk/CN/10.11885/j.issn.1674-5094.2017.03.27.06

http://journal15.magtechjournal.com/Jwk_xnsk/CN/Y2017/V19/I4/36

参考文献

[1] 王重鸣,邓今朝. 绩效薪酬感和自我效能感对薪酬满意的影响[J]. 应用心理学,2010,16(4):377-384.
[2] Deci E L. The Effects of Externally Mediated Rewards on Intrinsic Motivation[J]. Journal of Personality and Social Psychology,1971,18(1):105-115.
[3] Weibel A, Rost K, Osterloh M. Pay for performance in the public sector bene ts and(hidden)costs[J]. Journal of Public Administration Research and Theory,2010, 20(2):387-412.
[4] Marchegiani L, Reggiani T, Rizzolli M. How Unjust! An Experimental Investigation of Supervisors' Evaluation Errors and Agents' Incentives[J].Iza Discussion Papers, 2012.
[5] Murphy K R. Individual differences and behavior in organizations[M].Jossey-Bass Publishers, 1996.
[6] Campbell D J, Campbell K M, Chia H B. Merit pay, performance appraisal, and individual motivation:An analysis and alternative[J].Human Resource Management,1998,37(2):131-146.
[7] Chang E. Does pay-for-performance enhance perceived distributive justice for collectivistic employees?[J]. Personnel Review,2006,35(4):397-412. ibutive justice for collectivistic employees?[J].Personnel Review,2006, 35(4):397-412.
[8] 杜旌. 绩效工资:一把双刃剑[J]. 南开管理评论,2009, 12(3):117-124.
[9] Kahneman D, Tversky A. Choices, values and frames[J].American Psychologist, 1984,39(5):341-350.
[10] 余凯成, 何威. 中国大陆企业职工分配公平感研究[J]. 台北:本土心理研究,1995(4):42-91
[11] 陈涛. 科技人员收入分配依据合理性调查及政策启示——基于江苏省南通市2300份调查表的分析[J]. 中国科技论坛,2007(8):118-121.
[12] 王晓田,王鹏. 决策的三参照点理论:从原理到应用[J]. 心理科学进展,2013,21(8):1331-1346.
[13] 赵海霞,龙立荣. 团队薪酬对团队绩效的作用机制研究[J]. 管理学报,2012,9(6):843-849.
[14] Weinstein N D. Unrealistic optimism about future life events[J].Journal of Personality and Social Psychology, 1980,39(5):806-820.
[15] Fischhoff B, Slovic P, Lichtenstein S. Knowing with certainty:The appropriateness of extreme con dence. Journal of Experimental Psychology:Human Perception and Performance,1977,3(4):552-564.
[16] 余璇. 薪酬公平分配标准和公平差别阈对员工分配公平感及绩效的影响研究——以组织伦理气候为调节变量[D]. 成都:四川大学,2016.
[17] Farh J L, Cheng B S. Modesty bias in self-rating in Taiwan:Impact of item wording, modesty value, and selfesteem[J]. Chinese Journal of Psychology, 1997,39(2):103-118.
[18] 组织文化影响员工反生产行为的实证研究基于组织伦理气候的视角. 中国软科学,2010(9):118-129
[19] Cohen W M, Nelson R R, Walsh J P. Protecting their intellectual assets:Appropriability conditions and why US manufacturing firms patent(or not)[R]. National Bureau of Economic Research.2000.

绩效薪酬认知差异对员工分配公平感影响研究——以组织伦理气候为调节变量

A Study on the Influence of Recognition Difference on Employees' Sense of Distribution Justice——With Organizational Ethic Climate as the Moderator Variable

PDF (PC)

可视化

摘要/Abstract

引用本文

使用本文

参考文献

相关文章 2

编辑推荐

Metrics

本文评价

[1]	余璇, 刘旭红, 丁小琴. 薪酬不满意感对员工抱怨及工作倦怠的影响研究[J]. 西南石油大学学报(社会科学版), 2018, 20(1): 52-57.
[2]	郑小强. 民族自治地区村干部胜任力研究[J]. 西南石油大学学报(社会科学版), 2016, 18(2): 29-34.