MICELI [6] 1 [7] 2 ; 1.1 [10] HENEMAN [11] [7] GREEN [12] [8] HUBER [13] GREEN [14] [9] ; 1322

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1 ChineseJournalofManagement Vol.7No.9 Sep.2010 ( ) : SPSS13.0 U : ; ;U ; :C93;F046 :A : X(2010) TheImpactofPerformance basedpayintensityonpaysatisfaction:anempiricalstudy ZU Wei LONG Lirong ZHAO Haixia HE Wei (HuazhongUniversityofScienceandTechnologyWuhanChina) Abstract:Inthisstudyatotalof506samplesincludingpaysatisfactionquestionnairesandob jectivesalarydataarecolectedfrom14chineseorganizations.curveregressionandhierarchicalmul tipleregressionsareusedtoconfirmtheresearchhypothesis.theresultsindicatethatthereisanin vertedu shapedrelationshipbetweenperformance basedpayintensityandpaysatisfactionandem ployees positionlevelmoderatestherelationshipbetweenperformance basedpayintensityandpay satisfaction.thepaperfinalydiscussestheapplicationoftheresearchtoorganizationalcompensation managementpracticesanddirectionoffutureresearchinthisfield. Keywords:performancepayintensity;paysatisfaction;invertedU shapedrelationship;position levels ; 30 [1] [2] [3] [4] [5] : : ( ) 1321

2 MICELI [6] 1 [7] 2 ; 1.1 [10] HENEMAN [11] [7] GREEN [12] [8] HUBER [13] GREEN [14] [9] ; 1322

3 : 1 U ; ( 1.2 1) [15] KUHN [9] 1 2 [18] ; MERRIMAN [16] ( ) U [17] [19] : 1323

4 [20] 14 (4 5 5 ) 570 : 2 57%; %31~ %41~ %51 2 3%; 29.1% 42.8% 28.1%; 78.8% 21.2%; % 16% 58.7% 25.3% HENEMAN SCHWEB α= : ( ( 1) 4 ) ( EMBA ) [21] 4 2 (0.67) (0.49) (0.64) (0.57) χ p df RMSEA NFI NNFI CFI ( ) ;

5 2 T (F = 3 (F = p < 2 ( 0.001) ) 4 (F = 3.736p < 0.05); (t = p > 0.05) (t= p <0.001;t= -6.47p <0.001) p>0.05) 3 LISREL SPSS :1 ; ; :N =506; p <0.05 p <0.01; : 0 1 ; : ~ ~ ~60; : ; : ; ; : ( β = 0.29p < ) ( β =0.12p <0.05; β = p <0.01) ( β = -0.24p <0.01) SPSS

6 ( β =0.233p<0.001) (p <0.01) Y = X -1.62X p < 0.001) 2 3.5% ( β = p <0.05) 1 U U (R 2 =0.207p< 0.001) % ( β =0.197 p <0.001) R 2 F df1 df2 Sig. b1 b2 U PPI PPI PL PPI 2 PL R F ΔR : p <0.05 p <0.01 p <0.001;PPI [22] PL ( 1) 6 (VIF)1.102~ R 2 F Sig. b1 b %(p <0.001) 1 ( 5) 6 2 (p <0.001) (0.73) 2 (0.20) ( 2) (R 2 = p < 0.001) 1 1.5% 4 ( β = p > 0.05) 4 3 ( 3) (R 2 = 1326

7 WELBOURNE [23] 4 U ( ) :1 2 ( 2) [1]LAZEAREP.Performance Pay and Productivity [J].American Economic Review (5): 1346~1361. [2]SCHAYB W.ImpactsofPerformance contingentpay onemployeeatitudes[j].publicpersonnelmanage ment199817(2):237~250. [3]MCNABBRWHITFIELDK.TheImpactofVarying ; TypesofPerformance relatedpayandemployeepar ticipationon Earnings [J].InternationalJournalof 1327

8 HumanResource Management200718(6):1004~ [4]WERNERSWARD S G.RecentCompensation Re search:an Eclectic Review [J].Human Resource ManagementReview200414(2):201~227. [5]KELLOUGHJENIGRO L G.PayforPerformance ingeorgiastategovernment:employeeperspectives ongeorgiagainafter5 Years [J].ReviewofPublic PersonnelAdministration200222(2):146~166. [6]MICELIM PHENEMAN RL.ContextualDetermi nantsofvariablepayplan Design:A Proposed Re searchframework[j].humanresourcemanagement Review200010(3):289~305. [7]. : [J]. [21]. [M] (3):117~124. [8]DONALDSONSIGRANT VALLONE EJ.Under 66(2):251~264. [18]CADSBYCBSONGFTAPON F.SortingandIn centiveefectsofpayforperformance:anexperi mentalinvestigation [J].Academyof Management Journal200750(2):387~405 [19]HEYWOODJSWEIX.PerformancePayandJob Satisfaction [J].Journal ofindustrial Relations (4):523~540. [20]MCCAUSLAND W DPOULIAKAS KTHEOD OSSIUI.SomeArePunishedandSomeAreRewar ded:a StudyoftheImpactofPerformancePayon JobSatisfaction[J].InternationalJournalof Man power200526(7/8):636~659. : [22]ONNEJ.FairnessPerceptionsasaModeratorinthe standingself reportbiasin OrganizationalBehavior Research[J].Journalof Businessand Psychology (2):245~259. [9]KUHN K MYOCKEY M D.VariablePayasaRisk CurvilinearRelationshipsbetweenJob DemandJob PerformanceandJobSatisfaction [J].Academyof ManagementJournal200144(5):1039~1050. [23]WELBOURNET MCABLED M.GroupIncentives ychoice:determinantsoftherelativeatractiveness ofincentiveplans [J].OrganizationalBehaviorand HumanDecisionProcesses200390(2):323~341. [10]. [J] (4):59~65. andpay Satisfaction:Understandingthe Relation shipanidentitytheoryperspective[j].humanre lations199548(6):711~726. ( ) [11]HENEMAN RLGREENBERGER D BSTRASS ER S.The Relationship between Pay for perform anceperceptionsandpaysatisfaction[j].personnel Psychology198841(4):745~759. [12]GERRN CHEYWOODJS.DoesPerformancePay IncreaseJob Satisfaction[J].Economica (4):710~728. [13]HUBER VLSEYBOLT P MVENEMON K.The RelationshipbetweenIndividualInputsPerceptions and MultidimensionalPaySatisfaction [J].Journal ofappliedsocialpsychology199222(17):1356~ [14]GREENF.WhyHasWorkEfortBecomeMoreIn tense[j].industrialrelations200443(4):709~ 741. [15]KAHNEMAN DTVERSKY A.ProspectTheory: AnAnalysisofDecisionUnderRisk[J].Econometri ca (2):263~291. [16]MERRIMANKKDECKOPJR.LossAversionand VariablePay:A MotivationalPerspective[J].Inter nationaljournalof Human Resource Management (6):1026~1041. [17]POKORNY K.Pay ButDoNotPayToo Much:An ExperimentalStudyontheImpactofIncentives[J]. JournalofEconomicBehavior& Organization2008 : (1963~) ( ) E mail: lrlong@ mail.hust.edu.cn 2010 : : : ( ) : ( ) : ( ) ; : : : E mail:zyhj@cug.edu.cn :htp:// 1328

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