A cognitive evaluation and equity-based perspective of pay for performance on job performance: A meta-analysis and path model.
A cognitive evaluation and equity-based perspective of pay for performance on job performance: A meta-analysis and path model.
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DOI：
10.3389/fpsyg.2022.1039375
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发表时间：
2022
影响因子：
3.8
通讯作者：
Yu, Ting
中科院分区：
文献类型：
--
作者：
Chen, Yuyao;Zhang, Zhengtang;Zhou, Jinfan;Liu, Chuwei;Zhang, Xia;Yu, Ting
绩效薪酬作为激励员工最重要的手段之一，受到了众多学者和管理者的关注。然而，关于它是促进还是破坏工作绩效的争议仍在继续。通过对100篇文章中108个独立样本（N = 71438）的荟萃分析，我们发现绩效薪酬与工作绩效呈正相关。与工作环境下的情境表现相比，绩效薪酬对任务表现有更大的积极影响。从认知评价的角度来看，我们发现绩效薪酬通过增强员工内在动机来提升员工的任务绩效和情境绩效，通过增加员工压力来削弱任务绩效和情境绩效。从公平的角度来看，我们的研究结果表明，员工对分配公正和程序公正的感知部分中介了绩效薪酬与任务绩效之间的关系，其中分配公正比程序公正具有更实质性的中介作用。然而，绩效薪酬与情境绩效之间的关系仅部分受到程序公正的调节。对调节效应的进一步测试表明，绩效工资的不同影响取决于绩效工资的衡量标准和国家文化。研究结果有助于理解绩效薪酬对工作绩效影响的复杂机制和边界条件，为组织最大限度地发挥绩效薪酬的积极作用提供见解。
Pay for performance, as one of the most important means of motivating employees, has attracted the attention of many scholars and managers. However, controversy has continued regarding whether it promotes or undermines job performance. Drawing on a meta-analysis of 108 independent samples (N = 71,438) from 100 articles, we found that pay for performance was positively related to job performance. That pay for performance had a more substantial positive effect on task performance than contextual performance in workplace settings. From the cognitive evaluation perspective, we found that pay for performance enhanced employees' task performance and contextual performance by enhancing intrinsic motivation and weakened task performance and contextual performance by increasing employee pressure. From the equity perspective, our results indicated that the relationship between pay for performance and task performance was partially mediated by employee perceptions of distributive justice and procedural justice, with distributive justice having a more substantial mediating effect than procedural justice. However, the relationship between pay for performance and contextual performance was only partially mediated by procedural justice. Further tests of moderating effects indicated that the varying impacts of pay for performance are contingent on measures of pay for performance and national culture. The findings contributed to understanding the complex mechanisms and boundary conditions of pay-for-performance's effects on job performance, which provided insights for organizations to maximize its positive effects.
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