组织薪酬差距和组织绩效的关系研究  

The Research of the Relationship of Organization Pay Dispersion and Organization Performance:The Mediation of Personal Work Performance

作　　者：凌春华[1] 林茹[1] 

机构地区：[1]浙江大学管理学院,浙江杭州310058

出　　处：《南通大学学报（社会科学版）》2014年第2期124-127,共4页Journal of Nantong University:Social Sciences Edition

基　　金：浙江省研究生创新科研项目(ZL039011002)

摘　　要：组织薪酬差距与组织绩效的关系问题一直是实践界和理论界关注的焦点所在。基于薪酬差距"两分类法"的研究视角,采用问卷调查法考察可解释的薪酬差距和不可解释的薪酬差距对组织绩效的不同影响,并在此基础上检验个体工作绩效对薪酬差距与组织绩效之间关系的中介作用。回归分析的结果表明:(1)可解释的薪酬差距对组织绩效存在显著的正向影响,而不可解释的薪酬差距对组织绩效的影响为负向的但不显著;(2)未加以区分的薪酬差距对组织绩效存在显著的正向影响,但剔除掉个体工作绩效之后,这种影响变得不再显著;(3)员工的个体绩效对全部薪酬差距与组织绩效的关系存在中介作用。The relationship between organizational pay dispersion and organizational performance has been the focus of the practical and theoretical circles since always until now.Basing on the pay dispersion “Two classification”, this paper investigated, by questionnaire, the different effect to the organizational performance between explainable pay dispersion and unexplainable pay dispersion. Then tested the mediating effect of individual job performance in the relationship between the organizational pay dispersion and organizational performance.The results show that： （1） the explainable pay dispersion has obvious positive effect on organizational performance, while the unexplained pay dispersion has negtive effect which is not obvious; （2） The unsorted organizational pay dispersion has obvious positive effect on organizational performance, which will be not obvious any more once the individual job performance is omitted. （3） the individual job performance plays an intermediary role in the relationship between organizational pay dispersion and organizational performance.

关 键 词：薪酬差距 组织绩效 个体工作绩效 中介效应 

分 类 号：F244[经济管理—劳动经济] F272.92[经济管理—国民经济]