绩效薪酬对组织公民行为的影响：组织承诺和分配公平感的作用

发布时间：2018-04-17 22:31

本文选题：绩效薪酬 + 组织公民行为　；参考：《山西财经大学》2017年硕士论文

【摘要】：绩效薪酬是指将员工的薪酬水平与其工作绩效相联系的一种薪酬制度;组织公民行为是员工自愿表现出来,不在薪酬系统范畴,但会对组织绩效有提升效果的一种角色外行为。当前企业面临的竞争环境越发复杂,需要员工对外部环境做出迅速反应,这就要求员工不能将目光仅仅局限在自己的岗位职责上,而需要更多主动性的组织公民行为。针对绩效薪酬与组织公民行为关系这一问题,研究结果存在分歧,大量研究证实绩效薪酬对组织公民行为有负向影响,因为它会使员工将大部分的精力都聚集于由绩效会带来奖励的行为上,从而减少组织公民行为。而那些得出不同结论的研究也都是将绩效薪酬作为一个整体,并未深入分析绩效薪酬的不同特征会对组织公民行为产生不同的影响的可能性。本研究在对绩效薪酬的特征维度进行提炼的基础上,通过引入组织承诺作为中介变量,试图从新的角度探讨绩效薪酬不同特征对组织公民行为的影响及其作用机制,并考察了分配公平感在绩效薪酬和组织公民行为之间的调节作用。论文在对绩效薪酬、组织承诺、组织公民行为和组织公平的相关概念、理论和研究进行回顾的基础上,基于自我决定理论和社会交换理论,提出绩效薪酬影响组织公民行为的模型和假设,运用SPSS21.0和AMOS21.0对36家国内企业共288份员工调查问卷进行了实证分析,最终得出以下结论:绩效薪酬的信息性对员工组织公民行为有正向影响作用;绩效薪酬的控制性对组织公民行为有负向影响作用;组织承诺在绩效薪酬信息性与组织公民行为的关系中起到了完全中介的作用,在绩效薪酬控制性与组织公民行为的关系中起到了部分中介的作用;分配公平感在绩效薪酬信息性与组织公民行为之间起正向调节作用。本文实现的创新之处在于,其一,以自我决定理论为基础提取绩效薪酬特征,研究不同特征对组织公民行为的影响,为以往研究不一致的结论提供一个新的理论解释;其二,基于社会交换理论提出组织承诺是绩效薪酬作用于组织公民行为的一个关键心理机制,从一个新的视角揭示了绩效薪酬影响组织公民行为的内在作用机制;其三,从绩效管理和薪酬管理视角提出提升员工组织公民行为的建议。
[Abstract]:Performance compensation is a kind of compensation system which connects the salary level of employees with their work performance. Organizational citizenship behavior is a kind of behavior outside the role that the employees show voluntarily and not in the category of compensation system, but it will improve the performance of the organization.At present, the competition environment of enterprises is more and more complex, which requires employees to react quickly to the external environment, which requires that employees should not only focus on their position responsibilities, but also need more active organizational citizenship behavior.In view of the relationship between performance pay and organizational citizenship behavior, there are differences in the research results. A large number of studies confirm that performance pay has a negative impact on organizational citizenship behavior.Because it allows employees to focus most of their energy on behaviors that are rewarded by performance, it reduces organizational citizenship.But the research that draws the different conclusion also regards the performance salary as a whole, does not deeply analyze the different characteristic of the performance pay will have the different influence possibility to the organizational citizenship behavior.On the basis of refining the characteristic dimension of performance pay, this study attempts to explore the impact of different characteristics of performance pay on organizational citizenship behavior and its mechanism from a new perspective by introducing organizational commitment as an intermediary variable.The effect of distributive fairness on performance compensation and organizational citizenship behavior was investigated.On the basis of reviewing the relevant concepts, theories and studies of performance pay, organizational commitment, organizational citizenship behavior and organizational fairness, the thesis is based on the theory of self-determination and social exchange.This paper puts forward the model and hypothesis that performance pay affects organizational citizenship behavior, and uses SPSS21.0 and AMOS21.0 to analyze a total of 288 employee questionnaires in 36 domestic enterprises.Finally, the following conclusions are drawn: the information of performance pay has a positive effect on organizational citizenship behavior, the control of performance pay has a negative effect on organizational citizenship behavior;Organizational commitment plays a full intermediary role in the relationship between performance pay information and organizational citizenship behavior, and plays a part intermediary role in the relationship between performance compensation control and organizational citizenship behavior.The sense of distributive fairness plays a positive role in regulating performance compensation information and organizational citizenship behavior.The innovation of this paper lies in: firstly, we extract the characteristics of performance pay based on the theory of self-decision, study the influence of different characteristics on organizational citizenship behavior, and provide a new theoretical explanation for the inconsistent conclusions of previous studies.Based on the theory of social exchange, the paper puts forward that organizational commitment is a key psychological mechanism for performance pay to act on organizational citizenship behavior, and reveals the internal mechanism of performance pay affecting organizational citizenship behavior from a new perspective.From the point of view of performance management and compensation management, this paper puts forward some suggestions to promote employee organizational citizenship behavior.
【学位授予单位】：山西财经大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：F272.92

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