绩效薪酬及其感知对员工工作满意度的效应研究进展  

Current Researches on Pay for Performance and Effects of Pay-for-performance Perceptions on Employee's Job Satisfaction

作　　者：江卫东[1] 侯娇峰[1] 

机构地区：[1]南京理工大学经济管理学院,江苏南京210094

出　　处：《南京理工大学学报（社会科学版）》2013年第5期41-46,共6页Journal of Nanjing University of Science and Technology：Social Sciences

基　　金：国家自然科学基金项目(项目批准号:71172103)

摘　　要：绩效薪酬是组织激励计划的重要构成部分,绩效薪酬和绩效薪酬感知是影响员工工作态度与行为的关键性变量。在对国外相关研究成果进行归纳与总结的基础上,分析了绩效薪酬对员工工作满意度的效应;讨论了风险态度、自我效能感、员工与组织价值契合度、绩效评估、工作环境和人际关系等变量对绩效薪酬与工作满意度之间关系的影响;阐述了绩效薪酬感知的内涵及其影响因素,分析了绩效薪酬感知对薪酬满意度和它的各个构成维度的效应。Pay for performance （PFP） is vital in organizational incentive plans. PFP and pay - for - performance perceptions are critical variables influencing employees＇ job attitudes and behaviors. This paper analyzes the effects of PFP on employees＇ job satisfaction. Based on a review to relevant researches overseas, this paper focuses on the joint effects of PFP factors on employ- ees＇ job satisfaction. Research factors cover risk attitudes, self - efficacy, person - institution fitness degree, performance ap- praisal, working environments, and interpersonal relationships. It then expounds connotations and influencing factors of pay - for - performance perceptions, and their effects at all sub - dimensions of pay - for - performance perceptions on overall pay satisfac- tion.

关 键 词：绩效薪酬 绩效薪酬感知 工作满意度 薪酬满意度 

分 类 号：F061.3[经济管理—政治经济学]