关于团队薪酬差距和个体工作绩效的问题越来越成为现阶段社会讨论的热

点,所以深入了解团队薪酬差距与个体工作绩效的关系显得尤为重要。

在组织内部,影响个体工作绩效的因素有很多,其中薪酬差距便是现阶段受

学者广泛关注的一个因素。已有研究对这一影响的观点形成了两个派系,支持正

向影响的锦标赛理论派系和支持负向影响的行为理论派系,这一争论一直持续到

现在。本研宄选取销售团队员工为研究对象,以调节变量一一个体文化价值取向

为切入点,创新性的将薪酬差距分为可解释的薪酬差距和不可解释的薪酬差距,

并用个体销售业绩和个体上级考核得分两种个体工作绩效的测量方式,探讨可解

释的薪酬差距和不可解释的薪酬差距对个体员工工作绩效的直接影响以及个体

文化价值取向一一集体主义和个人主义的调节影响。

本研究对W公司销售团队513个员工进行了问卷调查,采用验证性因子分析

检验了个体文化价值观一一集体主义和个人主义测量量表的信度和效度,运用多

元回归分析对提出的假设进行检验,主要研究内容和成果如下:

(1)薪酬差距是影响个体工作绩效的重要的前因变量,不论是对用个体销

售业绩还是用个体上级考核得分进行测量的个体工作绩效均存在显著的正向影

响作用,但本文将薪酬差距区分为可解释的薪酬差距和不可解释的薪酬差距后,

两者对个体工作绩效的影响不尽相同;管理实践者在实际管理工作中,应理清薪

酬差距产生的原因,并区别处理。

(2)无论是用个体销售业绩还是用个体上级考核得分对个体工作绩效进行

测量,个体文化价值取向一一个人主义和集体主义均对可解释的薪酬差距和个体

工作绩效之间的正向关系起到调节作用;当用个体销售业绩对个体工作绩效进行

测量时,个体文化价值取向一一个人主义和集体主义均对不可解释的薪酬差距和

个体工作绩效之间的负向关系起到调节作用,但用个体上级考核得分对个体工作

绩效进行测量时,这样一种调节作用不显著;管理者在管理实践中应充分考虑组

织内部个体的文化价值取向,并依此对团队内的薪酬差距做出不同的应对措施。

(3)管理者在设计薪酬制度时以及在考虑薪酬差距对个体工作绩效的影响

时应该充分考虑性别、教育程度、区域和年龄等因素。

关键词:可解释的薪酬差距,不可解释的薪酬差距,工作绩效

Abstract

Abstract

As the problems about the compensation gap in team and the individual job

performance have increasingly become a social hot topics at present, a thorough

understanding of the relationship between the compensation gap in team and the

individual job performance is particularly important.

There are many factors that influence individual job performance inside the

organization, the compensation gap is a factor which is given more attention by

scholars. The existing research point slipt into two factions: one support the positive

impact on Tournament Theory; the other support the negative influence. And the

debate lasted up till now. This study selected the sales team staff as the research object,

use the individual culture value orientation which means moderator variable as the

starting point,then divide the compensation gap into definable and indefinable

compensation gap. And according to the measurement of individual sales and

individual ranking assessment score to discuss the direct influence of the pay gap and

individual cultural orientations, which includes collectivism and individualism.

This study surveyed 513 employees in A company, using the confirmatory factor

analysis to test the tendency of individual culture value—collectivism and

individualism, reliability and validity of the measurement scale and applying multiple

regression analysis to test these hypotheses, the main research contents and results can

be stated as follows:

(1)The compensation gap is an important antecedent variables which affect the

individual job performance, and the influence whatever by individual sales or

individual ranking assessment scores is positive. However the influence is different

after we explain the compensation gap. Management practitioners should know the

reason of this difference and deal with it in a different way.

(2)Whatever by individual sales or individual ranking assessment scores,

individual cultural orientations adjust the positive relationship between individual

sales and individual job performance. When we use the individual sales to measure

the individual job performance, the adjustment is negative. But when we use the

individual ranking assessment scores to measure the adjustment is not significant

Managers in the practice of management should fully consider the cultural value

orientation of individuals inside the organization and make a different response

measures according to this.

(3)Management should consider the gender education, region and age seriously

when they design the salary system and consider the effect of compensation gap on

individual performance.

Key words: definable compensation gap undefinable compensation gap job

performance