摘要
本文基于社会交换理论和公平理论,探讨薪酬心理折扣对工作绩效的影响作用,以及具体的影响路径。通过对718名员工的调查,采用结构方程分析数据,研究结果表明:薪酬心理折扣对工作绩效产生显著的负向影响;薪酬公平感在薪酬心理折扣和工作绩效之间起到部分中介作用。研究结论丰富发展了薪酬理论和工作绩效理论,并为管理实践提供指导。
This study explores the relation between payment psychological discount and work performance,as well as the influence mechanism. Using 718 questionnaires,the empirical result from SEM shows that psychological discount of payment has a significant negative impact on work performance,and the perception of pay fairness plays a mediating role between psychological discount of payment and work performance. Conclusions enrich and develop the theory and provide guidance for the management practice.
作者
韦志林
芮明杰
WEI Zhilin RUI Mingjie(Nanjing University, Nanjing 210093 Fudan University, Shanghai 200433)
出处
《经济与管理研究》
CSSCI
北大核心
2016年第4期59-65,共7页
Research on Economics and Management
基金
国家自然科学基金项目"指向价值观认同的人力资源实践构建及其对组织绩效的作用机制研究--基于利益相关者视角"(71372027)
关键词
薪酬心理折扣
工作绩效
薪酬公平感
psychological discount of payment
work performance
pay fairness perception
