Personnel systems and incentive

本研究的目的是调查日本企业的企业行为和人事制度的变化对员工激励和动力的影响。本文的研究方法是问卷调查法和微观计量经济学分析法。首先，我们对绩效工资制度采用决定因素的计量分析表明，企业采用绩效工资制度是为了降低近期的工资成本，而不是为了提高员工的积极性。其次，我们的分析采用该系统对企业绩效的影响表明，它只有在一个公司和/或相对评价有足够的工资分散有积极的影响。最后，我们分析了采用提供更大的财务激励的人事制度对他们内在动机的影响。研究发现，个人绩效对工资的影响越大，他们感受到的工作乐趣就越高。这意味着，财务激励对非财务激励有正向影响。但工作享受与工作绩效难以衡量的工作评价和员工之间晋升速度的微小差异正相关。

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.