什么样的团队薪酬差距更有助于团队绩效，是薪酬实践和研究中长期关注和争议话题。但是现有的研究结论分歧较大，并且对薪酬差距影响团队绩效的作用机制研究不足。本项目基于薪酬差距产生的多动因视角，提出“双重异质性观点”，认为不同类型的团队薪酬差距的实施效应是不同的，薪酬差距对不同员工的影响是不同的。通过中国企业实践的质性研究，本项目剖析不同动因的团队薪酬水平与垂直差距如何差异化影响成员心理反应和行为、团队内水平和垂直合作，进而作用于团队绩效，以及团队领导特征、成员个体特征在其中的调节效应。之后，本研究通过团队薪酬、绩效等客观二手数据和问卷调查的一手数据，实证分析不同动因的团队薪酬水平和垂直差距对内部合作及团队绩效的宏观、微观机制。本项目试图打开薪酬差距和团队绩效关系的“黑箱”，利于消除当前研究分歧，推进薪酬差距理论的跨文化发展，并为团队薪酬设计提供政策建议。

What kind of team compensation dispersion would lead to high team performance has been a controversy topic for a long time both in research field and in practice. However,most scholars' conclusions were not consistent. Moreover, there was few studies focusing on the mechanism of compensation dispersion on team performance. Based on the Perspective of Multi-motivators for the compensation dispersion, this project plans to put forward a "double heterogeneity view" in Chinese context. That is, the effects of different types of team compensation dispersion are different, and the effects of compensation dispersion on different employees are different. We use qualitative studies to explore how would different types of compensation horizontal and vertical dispersion in the work teams differently affect the members’ psychological reaction and behavior, team horizontal and vertical cooperation, and then on the team outcomes, as well as the moderating effect of team leadership and individual characteristics. This project would like to carry on an empirical study on the multi-level effects of team compensation dynamic dispersion on internal team cooperation and team performance by using the secondary objective data like team compensation and performance, etc., as well as the first hand data by survey..Through macro and micro mechanism research on the effect of team compensation dispersion, this project tries to open the "black box" between the compensation dispersion and the team performance, so as to eliminate the current research divergences, promoting the cross-cultural development of compensation dispersion theory.