知识型员工绩效的影响因素研究——基于货币激励方式与团队氛围的双重视角  

Research on Influencing Factors of the Performance of Knowledge Workers——Based on the Dual Perspectives of Monetary Incentive and Team Climate

作　　者：吴革[1] 王宇 宋慧杰 WU Ge;WANG Yu;SONG Hui-jie

机构地区：[1]对外经济贸易大学国际商学院 [2]北京联合大学应用文理学院

出　　处：《财务研究》2020年第2期60-70,共11页Finance Research

基　　金：国家自然科学基金重大项目(71790604)。

摘　　要：本文通过实验研究的方法,研究了货币激励与团队氛围对知识型员工绩效的影响,并分析了内部动机在上述两组关系中的影响作用。研究结果表明:从货币激励的角度来看,货币激励并不一定会提高知识型员工的绩效,和固定工资相比,与绩效挂钩的薪酬有时反而不利于工作业绩的提高。从团队氛围角度来看,被试者感受到的团队氛围越浓厚,越有利于带来更高的绩效。进一步研究发现,任务绩效会随内部动机的提高而提高,并且,货币激励与团队氛围均会通过影响内部动机进而影响任务绩效。因此,当货币激励对知识型员工绩效产生负效应时,可以通过营造较好的团队氛围提高员工的内部动机进而提高其绩效水平,这为提高员工绩效提供了除货币激励外一种新的方法途径。Through experimental research,this paper studies the influence of monetary incentive and team climate on performance of knowledge workers,and analyzes the influence of intrinsic motivation on the relationship between the two groups.The results show that:from the perspective of monetary incentive,monetary incentive may not improve the performance of knowledge workers.Compared with fixed salary,performance-related salary is sometimes detrimental to the improvement of task performance.From the perspective of team climate,the stronger the team climate felt by the subjects,the better their performance would be.Further research shows that task performance will increase with the improvement of intrinsic motivation.Additionally,both monetary incentive and team climate will affect task performance by influencing intrinsic motivation.Therefore,when monetary incentive has a negative effect on the performance of knowledge workers,we can improve the intrinsic motivation of employees to improve their performance by creating a better team climate,which provides a new way to improve task performance besides monetary incentive.

关 键 词：货币激励 团队氛围 内部动机 员工绩效 

分 类 号：F275[经济管理—企业管理]