不同情境下绩效薪酬对员工创造力的影响研究

发布时间：2018-04-28 12:44

本文选题：绩效薪酬 + 关系型心理契约　；参考：《华南理工大学》2016年硕士论文

【摘要】：创新是企业获取竞争优势的灵魂所在,因此提升员工创造力一直是企业管理和激励的努力方向,也是学术界领域研究的热点问题。绩效薪酬作为企业重要的薪酬支付方式和激励手段,其对员工创造力的影响作用引起了学者的广泛讨论。从现有研究成果来看,绩效薪酬对员工创造力的结论并不一致,形成人本学派和学习学派等两大相互矛盾的观点。本文基于前人的研究,结合权变理论,以内在动机为中介变量,采用理论研究和实证研究相结合的方法,探讨了不同情境下(关系型心理契约和个人-组织价值观契合情境)绩效薪酬对员工创造力的影响作用。首先,本研究回顾了绩效薪酬、内在动机和员工创造力相关的理论基础,创新性地从权变理论的视角提出关系型心理契约和个人-组织价值观契合的调节作用,并通过文献梳理对其逻辑关系进行推导,提出研究假设和理论模型。其次,通过对366名企业员工进行问卷调查,收集实证数据,并采用SPSS20.0和AMOS等统计软件对数据进行分析,验证假设和模型。得出以下结论:(1)绩效薪酬对于员工创造力的作用效果取决于具体的实施情境,不同的情境会导致不同的作用效果;(2)在组织实际情境中,对于与组织建立了高关系型心理契约和高个人-组织价值观契合的员工来说,绩效薪酬能够显著提升员工的内在动机和员工创造力,促进作用最为明显;而对于与组织建立了高关系型心理契约和低个人-组织价值观契合的员工来说,绩效薪酬对员工的内在动机和创造力提升作用均不显著;对于与组织建立了低关系型心理契约和高个人-组织价值观契合的员工来说,绩效薪酬能够显著提升员工的内在动机和员工创造力;而对于与组织建立了低关系型心理契约和低个人-组织价值观契合的员工来说,绩效薪酬则会显著降低员工的内在动机和员工创造力。(3)绩效薪酬在一定的情境作用下,并不是直接作用于员工创造力,而是通过影响员工的心理因素——内在动机,进而影响员工的创造力水平。最后,本文根据研究结论给出了相应的管理启示和建议,并指出了本研究的不足之处和未来展望。
[Abstract]:Innovation is the soul of enterprises to gain competitive advantage. Therefore, improving the creativity of employees is always the direction of enterprise management and incentive, and it is also a hot issue in the academic field. As an important way of payment and incentive, the effect of performance pay on employees' creativity has been widely discussed by scholars. According to the existing research results, the conclusion of performance pay on employee creativity is not consistent, forming two contradictory viewpoints such as humanism school and learning school. Based on previous studies, this paper combines contingency theory with internal motivation as intermediary variable, and combines theoretical research with empirical research. This paper discusses the effect of performance compensation on employees' creativity in different situations (relationship psychological contract and personal-organizational values fit). First of all, this study reviews the theoretical basis of performance pay, intrinsic motivation and employee creativity, and puts forward the regulatory role of relational psychological contract and individual-organizational values from the perspective of contingency theory. The logical relationship is deduced through literature review, and the research hypotheses and theoretical models are put forward. Secondly, we collect empirical data by questionnaire survey to 366 employees, and use SPSS20.0 and AMOS to analyze the data and verify the hypothesis and model. The following conclusions are drawn: (1) the effect of performance pay on employee creativity depends on the specific implementation situation, and different situations lead to different effects. For employees who have established high relationship psychological contract and high individual-organizational values, performance pay can significantly enhance employees' internal motivation and creativity, and promote the most obvious role; But for the employees who have established the high relationship psychological contract and the low individual-organization values, the performance pay has no significant effect on the employees' intrinsic motivation and creativity promotion. For employees who have established low relationship psychological contract and high individual-organizational values, performance pay can significantly improve employees' internal motivation and creativity. For employees who have established a low relationship psychological contract and low individual-organizational values, performance pay will significantly reduce employees' intrinsic motivation and employees' creativity.) performance pay will play a role in a certain situation. It does not directly affect the creativity of employees, but by influencing the psychological factors of employees-internal motivation, and then affect the level of creativity of employees. Finally, according to the conclusions of the study, this paper gives the corresponding management inspiration and suggestions, and points out the shortcomings and future prospects of this study.
【学位授予单位】：华南理工大学
【学位级别】：硕士
【学位授予年份】：2016
【分类号】：F272.92

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