發(fā)布時(shí)間：2018-04-17 22:31

  本文選題：績效薪酬 + 組織公民行為�。� 參考：《山西財(cái)經(jīng)大學(xué)》2017年碩士論文

【摘要】：績效薪酬是指將員工的薪酬水平與其工作績效相聯(lián)系的一種薪酬制度;組織公民行為是員工自愿表現(xiàn)出來,不在薪酬系統(tǒng)范疇,但會對組織績效有提升效果的一種角色外行為。當(dāng)前企業(yè)面臨的競爭環(huán)境越發(fā)復(fù)雜,需要員工對外部環(huán)境做出迅速反應(yīng),這就要求員工不能將目光僅僅局限在自己的崗位職責(zé)上,而需要更多主動性的組織公民行為。針對績效薪酬與組織公民行為關(guān)系這一問題,研究結(jié)果存在分歧,大量研究證實(shí)績效薪酬對組織公民行為有負(fù)向影響,因?yàn)樗鼤箚T工將大部分的精力都聚集于由績效會帶來獎勵的行為上,從而減少組織公民行為。而那些得出不同結(jié)論的研究也都是將績效薪酬作為一個整體,并未深入分析績效薪酬的不同特征會對組織公民行為產(chǎn)生不同的影響的可能性。本研究在對績效薪酬的特征維度進(jìn)行提煉的基礎(chǔ)上,通過引入組織承諾作為中介變量,試圖從新的角度探討績效薪酬不同特征對組織公民行為的影響及其作用機(jī)制,并考察了分配公平感在績效薪酬和組織公民行為之間的調(diào)節(jié)作用。論文在對績效薪酬、組織承諾、組織公民行為和組織公平的相關(guān)概念、理論和研究進(jìn)行回顧的基礎(chǔ)上,基于自我決定理論和社會交換理論,提出績效薪酬影響組織公民行為的模型和假設(shè),運(yùn)用SPSS21.0和AMOS21.0對36家國內(nèi)企業(yè)共288份員工調(diào)查問卷進(jìn)行了實(shí)證分析,最終得出以下結(jié)論:績效薪酬的信息性對員工組織公民行為有正向影響作用;績效薪酬的控制性對組織公民行為有負(fù)向影響作用;組織承諾在績效薪酬信息性與組織公民行為的關(guān)系中起到了完全中介的作用,在績效薪酬控制性與組織公民行為的關(guān)系中起到了部分中介的作用;分配公平感在績效薪酬信息性與組織公民行為之間起正向調(diào)節(jié)作用。本文實(shí)現(xiàn)的創(chuàng)新之處在于,其一,以自我決定理論為基礎(chǔ)提取績效薪酬特征,研究不同特征對組織公民行為的影響,為以往研究不一致的結(jié)論提供一個新的理論解釋;其二,基于社會交換理論提出組織承諾是績效薪酬作用于組織公民行為的一個關(guān)鍵心理機(jī)制,從一個新的視角揭示了績效薪酬影響組織公民行為的內(nèi)在作用機(jī)制;其三,從績效管理和薪酬管理視角提出提升員工組織公民行為的建議。
[Abstract]:Performance compensation is a kind of compensation system which connects the salary level of employees with their work performance. Organizational citizenship behavior is a kind of behavior outside the role that the employees show voluntarily and not in the category of compensation system, but it will improve the performance of the organization.At present, the competition environment of enterprises is more and more complex, which requires employees to react quickly to the external environment, which requires that employees should not only focus on their position responsibilities, but also need more active organizational citizenship behavior.In view of the relationship between performance pay and organizational citizenship behavior, there are differences in the research results. A large number of studies confirm that performance pay has a negative impact on organizational citizenship behavior.Because it allows employees to focus most of their energy on behaviors that are rewarded by performance, it reduces organizational citizenship.But the research that draws the different conclusion also regards the performance salary as a whole, does not deeply analyze the different characteristic of the performance pay will have the different influence possibility to the organizational citizenship behavior.On the basis of refining the characteristic dimension of performance pay, this study attempts to explore the impact of different characteristics of performance pay on organizational citizenship behavior and its mechanism from a new perspective by introducing organizational commitment as an intermediary variable.The effect of distributive fairness on performance compensation and organizational citizenship behavior was investigated.On the basis of reviewing the relevant concepts, theories and studies of performance pay, organizational commitment, organizational citizenship behavior and organizational fairness, the thesis is based on the theory of self-determination and social exchange.This paper puts forward the model and hypothesis that performance pay affects organizational citizenship behavior, and uses SPSS21.0 and AMOS21.0 to analyze a total of 288 employee questionnaires in 36 domestic enterprises.Finally, the following conclusions are drawn: the information of performance pay has a positive effect on organizational citizenship behavior, the control of performance pay has a negative effect on organizational citizenship behavior;Organizational commitment plays a full intermediary role in the relationship between performance pay information and organizational citizenship behavior, and plays a part intermediary role in the relationship between performance compensation control and organizational citizenship behavior.The sense of distributive fairness plays a positive role in regulating performance compensation information and organizational citizenship behavior.The innovation of this paper lies in: firstly, we extract the characteristics of performance pay based on the theory of self-decision, study the influence of different characteristics on organizational citizenship behavior, and provide a new theoretical explanation for the inconsistent conclusions of previous studies.Based on the theory of social exchange, the paper puts forward that organizational commitment is a key psychological mechanism for performance pay to act on organizational citizenship behavior, and reveals the internal mechanism of performance pay affecting organizational citizenship behavior from a new perspective.From the point of view of performance management and compensation management, this paper puts forward some suggestions to promote employee organizational citizenship behavior.
【學(xué)位授予單位】：山西財(cái)經(jīng)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：F272.92

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