摘要
现有对影响员工与团队绩效的因素研究有很多,但系统研究总体报酬分配公平与差异对绩效的影响鲜见。鉴于此,基于69个团队和281个员工的样本配对数据进行员工、团队和跨层次系统研究。结果显示,员工个体层面,员工总体报酬及其5个维度分配公平显著正向影响员工绩效,这一影响部分通过人际公平来传导;团队层面,团队总体报酬及其5个维度分配公平显著正向影响团队绩效,团队人际和谐除在总体报酬的福利分配公平和团队绩效之间存在部分中介外,在其及其另外维度间起完全中介;跨层层面,团队总体报酬及其5个维度分配公平显著正向影响员工绩效,团队人际和谐除在总体报酬的福利分配公平和员工绩效之间存在部分中介外,在其及其另外维度间起完全中介;总体报酬分配差异感对员工总体报酬中的福利分配公平与人际公平之间具有显著的负向调节作用,对其及其另外维度调节系数为负却不显著;总体报酬分配差异感对团队总体报酬及其5个维度分配公平与团队人际和谐的调节效应不显著,但除了团队福利分配公平调节系数为负外其余调节系数均为正。由此,使分配公平对绩效影响研究由硬薪酬分配公平发展到了总体报酬分配公平和差异对绩效的影响研究,由个体和团队层次的路径研究发展到个体、团队和跨层次的更符合实际的多条路径的系统研究。
There are many researches on the factors affecting employee and team performance,but there are few systematic researches on the influence of justice and difference of total rewards distribution on performance.In view of this,an employee,team,and cross-hierarchical systems study was conducted based on sample matching data of 69 teams and 281 employees.The results show that at the individual level,employees’total rewards and its five dimensions of distributive justice have a significant positive impact on employee performance,which is partially transmitted through interpersonal justice.At the team level,team total rewards and its five dimensions of distribution justice have a significant positive impact on team performance.Team interpersonal harmony is a complete intermediary between team total rewards and its other dimensions,except for a partial intermediary between the welfare distribution justice and team performance.Across layers:team total rewards and its five dimensions of distribution justice have a significant positive impact on employee performance.Team interpersonal harmony is a complete intermediary between team total rewards and its other dimensions,except for a partial intermediary between the distribution justice of welfare and employee performance.The perceived difference in total rewards distribution has a significant negative moderating effect on the relationship between welfare distribution justice and interpersonal justice in total rewards,but the moderating coefficient for it and its other dimensions is negative but not significant.The perceived difference of total rewards distribution has no significant moderating effect on the total rewards of the team and its five dimensions of distribution justice and interpersonal harmony of the team,but the moderating coefficients are all positive except that the moderating coefficient of team welfare distribution justice is negative.Therefore,the research on the impact of distributive justice on performance has developed from hard pay distributive justice to the study on the impact of total rewards distributive justice and difference on performance,and from individual and team level path research to individual,team and cross-level multi-path system research that is more realistic.
作者
杨俊青
王玉博
YANG Jun-qing;WANG Yu-bo(School of Business Administration,Shanxi University of Finance and Economics,Taiyuan 030006,China)
出处
《经济问题》
CSSCI
北大核心
2023年第4期9-20,共12页
On Economic Problems
基金
国家自然科学基金面上项目“我国非国有企业薪酬、盈利与吸纳农业劳动力研究——非国有企业管理方式转变与对劳动就业管理基础理论的发展”(71373149)
山西省高等学校人文社会科学重点研究基地项目“山西企业激励创新型人力资源管理模式构建与实现研究”(20190120)
山西省哲学社会科学重点课题“新常态下山西中小微企业吸纳农业劳动力与城镇化的联动机制研究”(201413)。
关键词
总体报酬分配公平
人际公平
团队人际和谐
总体报酬分配差异感
工作绩效
total rewards distribution justice
interpersonal justice
team interpersonal harmony
the perception of differences in total rewards distribution
work performance
