摘要
基于公平启发理论,考察绩效薪酬对员工创新行为的影响效应,探讨绩效薪酬影响员工创新行为的过程机制与边界条件。运用统计软件对两个时间点收集的277份样本数据进行分析发现:绩效薪酬能显著地对员工创新行为产生积极影响;薪酬公平感中介了绩效薪酬与员工创新行为的关系;任务互依性在绩效薪酬与薪酬公平感的关系间起到负向调节作用,任务互依性越低,绩效薪酬对薪酬公平感的影响越显著;任务互依性还能负向调节薪酬公平感在绩效薪酬与员工创新行为关系间的中介作用,任务互依性越低,薪酬公平感在绩效薪酬与员工创新行为关系间的中介效应越显著。
Based on fairness heuristic theory,the present study constructed a moderated mediation model to examine the effect of pay for performance on employees’innovative behavior.Specifically,the present study examined whether pay for performance would be indirectly related to employees’innovative behavior through compensation justice,and whether this indirect association would be moderated by task interdependence.Through statistical analysis of 277 sample data collected at two time points,the study finds that pay for performance has a significant positive effect on employees’innovative behavior.Compensation justice partly mediates the influence of pay for performance on employees’innovative behavior.Task interdependence moderates the relationship between pay for performance and compensation justice in that the relationship is more positive and stronger when task interdependence is low.Moreover,moderated mediation analysis find that task interdependence moderates the indirect effect of pay for performance on employees’innovative behavior via compensation justice.
作者
王富祥
WANG Fuxiang(School of Public Administration,Huaiyin Normal University,Huai’an 223001,Jiangsu,China)
出处
《铜仁学院学报》
2023年第5期96-105,共10页
Journal of Tongren University
基金
2020年江苏省高校哲学社会科学研究项目“长三角地区科技创新产业联盟的治理模式研究”(2020SJA1767)。
关键词
绩效薪酬
员工创新行为
薪酬公平感
任务互依性
pay for performance
employee innovative behavior
compensation justice
task interdependence
