Personnel systems and incentive

本研究的目的是考察企业行为和人事制度的变化对日本企业员工激励和激励的影响。我们的调查方法是问卷调查和微观计量分析，利用调查数据和金融数据。首先，我们对采用绩效工资制度的决定因素进行的计量分析表明，企业采用这种制度是为了在不久的将来降低工资成本，而不是为了增强员工的积极性。其次，我们对采用该制度对公司业绩的影响的分析表明，只有在公司内部和/或相对评估中存在足够的工资差距时，该制度才会产生积极影响。最后，我们分析了采用财务激励较大的人事制度对其内在动机的影响。研究发现，个人绩效对工资的影响越大，他们感觉到的工作幸福感越高。这意味着财务激励乍一看对非财务激励有正向影响。但工作幸福感与绩效难以衡量的工作评价、员工晋升速度差异较小呈正相关。

The purpose of this study is to investigate the impact of change in firm behavior and personnel systems on employees incentive and motivation in Japanese firm. Our investigation methods are questionnaire survey and micro-econometric analysis by using data from our survey and financial data. Firstly, our econometric analysis on determinants of adoption of pay-for-performance wage system shows that firms adopt this system in order to reduce their wage costs in the near future, rather than to boost their employees motivation. Secondly, our analysis on the impact of adoption of that system on corporate performance indicates that it has positive impact only if there is sufficient wage dispersion within a firm and/or relative evaluation. Finally, we analyze the impact of adoption of personnel system which provides larger financial incentives on their intrinsic motivation. It reveals that the higher the impact of personal performance on their wage, the higher job enjoyment they feel. This means that financial incentive has positive impact on non-financial incentive at first glance. But job enjoyment is positively correlated with the evaluation of job whose performance is difficult to be measure and the small difference in speed of promotion between employees.