团队薪酬计划的设计要素与模式  

Study on the Design Factors and Modes of Team Compensation Scheme

作　　者：张正堂[1] 王亚蓓 刘宁[3] 

机构地区：[1]南京大学商学院,江苏南京210093 [2]ADP人力资源服务(上海)有限公司,上海200000 [3]南京邮电大学经济与管理学院,江苏南京210046

出　　处：《经济管理》2012年第8期89-96,共8页Business and Management Journal ( BMJ )

基　　金：国家自然科学基金项目"团队薪酬计划的激励效应研究"(70972038);"转型期企业高绩效工作系统的内容结构;测量与实施效果"(71172062);江苏省高校哲学社会科学基金项目"人力资源管理制度及其交互作用对组织吸引力的影响"(2011SJB630044)

摘　　要：团队薪酬计划是发挥团队功效的重要制度保障,但是,关于其设计要素和模式的理论研究还很薄弱。任务互依性是团队工作的基本属性,决定了团队的薪酬互依性,并形成了团队内一次分配和二次分配两个层次。团队薪酬计划的设计包括绩效测量、绩效目标、绩效薪酬敏感性等要素。本文总结归纳了常见的分配模式,一次分配包括基于绝对绩效标准的预算制薪酬计划和基于相对绩效标准的竞赛制薪酬计划两种方式,而二次分配包括平均分配法、绝对贡献分配法和相对贡献分配法三种方式。两个层次不同分配方式的结合,会形成多样的团队薪酬计划模式,每种薪酬计划都有其适用的不同情境。Almost all organizations employ workgroups or teams. With the increasing emphasis on team-based work, team compensation scheme is an important institutional guarantee for the smooth operation of the team. Researchers have documented a growing interest in group-based compensation, or ＂pay systems in which group members pay is at least partially contingent on measurable group performance＂. Substantial field evidence exists for the relationship between group incentives andgroup performance. Empirical evidence at the individual level shows that incentives may influence performance, in part, through their influence on goal setting. Additionally, research has shown how organizational contextual variables such as monetary incentives and self-set goal level instructions influence goal valences. Others have studied processes that mediate the relationship between group goals and group performance. However, there is little theoretical study on the design factors and modes of team compensation scheme so far. Based on the pastcompensation theories and practices, this paper considers that the design factors and modes are theoretical premises of the empirical study on the effects of different team compensation schemes. Task interdependence, as a basic characteristic of team work, determines the team compensation inter dependence, and forms two layers of distribution-primary distribution and secondary distribution within the team. The primary distribution is a process in which evaluate the whole performance of team, identify the team contribution and offer rewards to teams. The secondary distribution is to identify the contribution of individuals to team performance and distribute the bonus within the team members. The primary distribution can improve the team recognition and cohesiveness, while the secondary distribution affects directly on the work attitude of team members. The design of team compensation scheme contains several factors such as the performance measurement, performance goal and performance-compensation sen

关 键 词：团队薪酬计划 团队计件工资制 团队预算制薪酬计划 团队竞争线性奖励计划 

分 类 号：F244.3[经济管理—劳动经济]