Pay for Individual Performance: Aiding or Harming Sustainable Intrinsic Motivation?
Pay for Individual Performance: Aiding or Harming Sustainable Intrinsic Motivation?
复制标题
DOI：
10.3390/su12166322
复制
发表时间：
2020-08-01
期刊：
影响因子：
3.9
通讯作者：
Carozzo-Todaro, Mauro
中科院分区：
文献类型：
--
作者：
Cabanas, Sara;Proenca, Teresa;Carozzo-Todaro, Mauro
本研究旨在了解个人绩效薪酬（PFIP）对员工内在动机的影响。尽管一些研究已经分析了这种关系，但到目前为止，人们还没有考虑对可变奖励的满意度的作用。据假设，对可变奖励感到满意的员工会在 PFIP 中找到有助于满足其基本心理需求的反馈来源。对 184 名在人力资源咨询公司工作的专业人员进行了实证研究。使用在线调查收集数据，并使用 SPSS 的 PROCESS 宏来分析所提出的假设。结果表明，在这种情况下，PFIP 对内在动机有直接的积极影响。它还具有间接的积极作用，这种作用是由对可变奖励的满足和对基本心理需求的满足部分地、顺序地介导的。雇主应强调奖励的信息性，并寻求薪酬体系目标与员工期望和价值观之间的一致性。目前的研究结果拓宽了我们对 PFIP 系统如何影响可持续内在动机的理解。
This study aims to understand the effect of pay for individual performance (PFIP) on employees' intrinsic motivation. Although several studies have analyzed this relationship, until now, the role of satisfaction with variable rewards has not been considered. It was hypothesized that employees who are satisfied with variable rewards would find in PFIP a source of feedback that would contribute to the satisfaction of their basic psychological needs. An empirical study was conducted with 184 professionals working in human resource consulting firms. Data were collected using an online survey, and the PROCESS macro for SPSS was used to analyze the proposed hypotheses. The results indicate that, in this context, PFIP has a direct positive effect on intrinsic motivation. It also has an indirect positive effect, which is partially and sequentially mediated by satisfaction with variable rewards and satisfaction of basic psychological needs. Employers should emphasize the informational nature of rewards, and also seek alignment between the objectives of the compensation system and employee expectations and values. The present findings broaden our understanding of how a PFIP system influences a sustainable intrinsic motivation.