摘要
绩效薪酬的作用效果一直受到国内外学术界的关注。通过收集有效样本,从认知视角分析员工在"企业实际的绩效薪酬"与"员工期望的绩效薪酬"上的认知差异对分配公平感的影响,以及不同组织伦理气候在绩效薪酬认知差异对分配公平感的作用效果中所起的调节作用,结果表明:绩效薪酬认知差异与员工分配公平感呈显著负相关关系,即绩效薪酬认知差异越小,员工分配公平感越高;在绩效薪酬认知差异对员工分配公平感的影响中,关怀导向伦理气候起到正向调节作用,规则导向伦理气候不具有调节作用,而自利导向伦理气候起到负向调节作用。
The effectiveness of performance related pay has always been the concern of the academic circle. Based on the valid samples collected, we analyze the differences in employee cognition about the ＂real＂ performance related pay they actually get and about the pay they ＂expect＂ to get, the influence of such differences on employees＇ sense of distribution justice, and the moderating effects of different organizational climates on such influence. The study shows that cognitive differences are of significant negative correlation with employees＇ sense of distribution justice. And caring oriented ethic climate moderates positively, rule oriented ethic climate has no moderation effect, and instrumentalism oriented ethic climate moderates negatively.
出处
《西南石油大学学报（社会科学版）》
2017年第4期36-41,共6页
Journal of Southwest Petroleum University(Social Sciences Edition)
基金
国家自然科学基金项目"企业员工工作疏离感影响因素
形成机制及干预策略实证研究"(71272210)
重庆市高校网络舆情与思想动态研究咨政中心一般项目"重庆市高校大学生疏离感的影响因素
形成机制与作用效果研究"(KFJJ2016010)
关键词
绩效薪酬
认知差异
分配公平感
组织伦理气候
公平理论
performance related pay
cognitive difference
sense of distribution justice
organizational ethic climate
equity theory
