绩效薪酬制会催生更多员工逢迎吗?基于资源保存理论的视角  

Does Pay-for-performance Create More Ingratiation?From the Perspective of Conservation of Resources Theory

作　　者：刘颖 陈钰瑶[2] 崔文韬[2] 张正堂 Ying LIU;Yuyao CHEN;Wentao CUI;Zhengtang ZHANG(School of Economics and Management,Nanjing Institute of Technology,Nanjing 211167;School of Business,Nanjing University,Nanjing 210093)

机构地区：[1]南京工程学院经济与管理学院,南京211167 [2]南京大学商学院,南京210093

出　　处：《中国人力资源开发》2022年第12期99-111,共13页Human Resources Development of China

基　　金：国家自然科学基金重点项目(72132003);国家自然科学基金面上项目(71972097)。

摘　　要：绩效薪酬制是一把“双刃剑”,越来越多的研究开始关注它的负激励效应。本文基于资源保存理论,通过对零售业1559名员工调研数据进行实证分析,探讨了绩效薪酬制对逢迎行为的影响,以及绩效压力在两者关系中的中介作用。本文检验了自我效能感在绩效薪酬制与绩效压力关系中的调节作用,还进一步探索了自我效能感对绩效压力在绩效薪酬制和逢迎行为之间中介作用的调节作用。研究结果表明:绩效薪酬制确实会催生出更多的逢迎行为,绩效压力在绩效薪酬制与逢迎行为之间关系中起着中介作用。自我效能感负向调节绩效薪酬制与绩效压力之间的关系,但是自我效能感对绩效压力中介作用的调节效应未得到证实。Pay-for-performance system is a"double-edged sword",more and more studies begin to pay attention to its negative incentive effect.Based on the conservation of resources theory,this paper makes an empirical analysis of the data from 1559 employees in the retail industry,and discusses the influence of Pay-for-performance system on ingratiation behavior and the mediating role of performance pressure in the relationship between them.This paper also explores the moderating effect of self-efficacy on the mediating effect of performance stress.The results show that Pay-for-performance system does lead to more ingratiating behaviors,and performance pressure plays an intermediary role in the relationship between Pay-for-performance system and ingratiating behaviors.Self-efficacy negatively moderates the relationship between performance pay system and performance pressure.However,it is not proved that self-efficacy negatively moderates the mediating role of performance pressure in the relationship between Pay-for-performance system and ingratiating behavior.

关 键 词：绩效薪酬制 逢迎行为 绩效压力 自我效能感 资源保存理论 

分 类 号：F272.92[经济管理—企业管理] F724.2[经济管理—国民经济]