团队薪酬激励效应的影响因素、作用机制与研究框架

摘要/Abstract

摘要：

组织中工作团队化趋势显现,根据团队整体绩效给予薪酬奖励是常用的激励手段。但团队薪酬的激励效果和路径尚不明确。本文对团队薪酬的研究成果进行回顾和总结,发现:(1)团队薪酬包含目标设定、分配规则、激励强度和支付周期四个设计维度;(2)组织文化、团队特征和个体特征影响了团队薪酬激励效应;(3)团队薪酬通过团队过程和团队心理状态两条逻辑发生作用,但其中介机制得到的支持不足。文章最后指出目前研究存在的不足并提出未来的研究方向。

关键词: 团队薪酬, 团队有效性, 团队过程, 团队心理

Abstract:

Team has become more common in organizations. It is more popular that rewards are contingent with team performance. But it is still not clear when and why team-based rewards are more effective than individual incentives. By reviewing numerous research papers in this field, we get some conclusions. Team-based rewards have four dimensions:goal setting, allocation rules, incentive intensity and payment frequency. Moderators range from organizational level to individual level. Team processes and team psychologies are both important mediators between team-based rewards and team effectiveness. But it is not sufficiently supported by empirical researches. Finally research deficiencies and future directions are presented.

Key words: team rewards, team effectiveness, team process, team psychology

刘颖, 张正堂, 段光. 团队薪酬激励效应的影响因素、作用机制与研究框架[J]. , 2015, 27(12): 151-163.

Liu Ying, Zhang Zhengtang, Duan Guang. The Effect of Team-based Rewards on Performance:A Comprehensive Review[J]. , 2015, 27(12): 151-163.

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