文章摘要
陈胜军王宇迪郑清萍.团队薪酬差距与工作绩效的关系研究——以企业文化为调节变量[J].经济与管理研究,2017,(10):54-60
团队薪酬差距与工作绩效的关系研究——以企业文化为调节变量
Relationship Between Team Pay Gap and Job Performance:Moderating Role of Corporate Culture
投稿时间:2017-02-25  
DOI:10.13502/j.cnki.issn1000-7636.2017.10.006
中文关键词: 团队薪酬差距工作绩效企业文化
英文关键词: team pay gap  job performance  corporate culture
基金项目:国家社会科学基金项目“政府限薪对国企高管整体薪酬的影响及人才流失的风险防范机制研究”(17BGL245)
作者单位
陈胜军王宇迪郑清萍 对外经济贸易大学国际商学院对外经济贸易大学国际商学院对外经济贸易大学国际商学院 
摘要点击次数: 78
全文下载次数: 25
中文摘要:
      本文基于企业文化视角探讨团队内部薪酬差距与工作绩效的关系。研究表明:对于“薪酬不低于团队内部平均薪酬”的员工,其与所在团队内部平均薪酬差距的增加有利于任务绩效的提升;对于“薪酬低于团队内部平均薪酬”的员工,其与所在团队内部平均薪酬差距的增加不利于任务绩效的提升。而薪酬差距的增加对人际促进和工作奉献影响并不显著;活力型的企业文化类型对团队内部薪酬差距与任务绩效的关系具有调节作用。
英文摘要:
      This paper studied the relationship between the team pay gap and job performance based on the corporate culture.The results show that for the employees whose pay is above the average level,the team pay gap has a significant positive effect on job performance;for the employees whose pay is below the average level,the result is opposite,while the team pay gap has no significant effect on interpersonal promotion and job dedication.The paper also proves that the adhocracy oriented corporate culture has a significant effect on the relationship between the team pay gap and job performance.
查看全文   查看/发表评论  下载PDF阅读器
关闭