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首页> 外文期刊>Human Resource Management >Evaluating Form and Functionality of Pay-for-Performance Plans: The Relative Incentive and Sorting Effects of Merit Pay, Bonuses, and Long-Term Incentives
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Evaluating Form and Functionality of Pay-for-Performance Plans: The Relative Incentive and Sorting Effects of Merit Pay, Bonuses, and Long-Term Incentives

机译：绩效绩效计划的形式和功能评估：绩效薪酬，奖金和长期激励的相对激励和排序效应

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摘要

Using two-year longitudinal data from a large sample of US employees from a service-related organization, the present study investigates the relative effects of three forms of pay-for-performance (PFP) plans on employees' job performance (incentive effects) and voluntary turnover (sorting effects). The study differentiates between three forms of pay: merit pay, individual-based bonuses, and long-term incentives. By definition, these PFP plans have different structural elements that distinguish them from each other (i.e., pay plan form) and different characteristics (functionality), such as the degree to which pay and performance are linked and the size of the rewards, which can vary both within and across plan types. Our results provide evidence that merit raises have larger incentive and sorting effects than bonuses and long-term incentives in multi-PFP plan environments where the three PFP plans are operating simultaneously. Only merit pay has both incentive and sorting effects among the three PFP plans. The implications for the PFP-related theory, as well as for the design and implementation of PFP plans, are discussed. (c) 2015 Wiley Periodicals, Inc.
机译：本研究使用来自与服务相关组织的大量美国员工的两年纵向数据，调查了三种绩效绩效付费（PFP）计划对员工工作绩效的相对影响（激励效应）和自愿离职（排序效应）。该研究区分了三种薪资形式：绩效薪资，个人奖金和长期激励。根据定义，这些PFP计划具有不同的结构元素，可以将它们彼此区分开（即薪酬计划表格），并且具有不同的特征（功能），例如薪酬和绩效之间的联系程度以及奖励的规模，计划类型之内和之间都有所不同。我们的结果提供了证据，表明在三个PFP计划同时运行的多PFP计划环境中，加薪具有比奖金和长期激励更大的激励和排序效应。在三个PFP计划之间，只有绩效工资才具有激励和排序作用。讨论了与PFP相关的理论以及PFP计划的设计和实施的意义。 （c）2015年威利期刊有限公司

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