绩效薪酬何以提高员工绩效——基于经济激励与心理预期的权变模型  

How does performance pay to improve employee performance?——A contingency model based on economic incentive and psychological expectation

作　　者：倪昌红[1] 邵良玭 NI Changhong;SHAO Liangpin(Business School,Anhui University,Hefei 230601, China)

机构地区：[1]安徽大学商学院,安徽合肥230601

出　　处：《济宁学院学报》2017年第6期15-19,共5页Journal of Jining University

基　　金：国家自然科学基金"员工动态匹配视角下的离职对企业绩效之影响研究"(71462019)

摘　　要：绩效薪酬(PFP)是组织控制系统的一部分,组织中希望以绩效薪酬来最大化员工绩效。因此,基于对经济激励和心理预期的相关原理的整合与分析,构建员工绩效—绩效薪酬模型,初步分析个人变量(员工任期)、工作变量(职位级别)、薪酬水平变量(员工薪酬满意度)对员工绩效的调节作用,以此来证明构建的员工绩效—绩效薪酬结构模型的整合能力和解释能力,从本质上理解绩效薪酬如何提高员工绩效的机理。Performance Pay（PFP） is part of an organization ’s control system in which organizations want to maximize employee performance with performance pay（PFP）.Therefore,based on the integration and analysis of the relevant principles of economic incentives and psychological expectations,this paper constructs an employee performance-performance compensation model to analyze the personal variables（employee tenure）,job variables（job rank）,salary level variables（employee compensation satisfaction） And the adjustment of employee performance in order to prove the constructed employee performance-the performance pay structure model of the ability to integrate and explain the ability,in essence,to understand how the performance pay improve employee performance mechanism.

关 键 词：绩效薪酬 员工绩效 经济激励 心理预期 

分 类 号：F270[经济管理—企业管理]