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Team identity and performance-based compensation effects on performance

机译：团队身份和基于绩效的薪酬对绩效的影响

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Purpose - The purpose of this paper is to investigate whether team members work harder and perform better when they are compensated based on both team and individual performance than either alone and whether teammates' familiarity with one another influences the effectiveness of the compensation scheme. Design/methodology/approach - Four-member ad hoc student teams repeatedly complete an interdependent task on the computer in an experiment which manipulates individual compensation plan, team compensation plan, and teammate familiarity. Findings - Results indicate that offering a combination of individual and team performance-based compensation results in comparable performance under both strong and weak team identity, suggesting that the lower productivity levels associated with weak team identity can be overcome with performance-based compensation. Research limitations/implications - The data are collected from an experimental game created to resemble one interdependent production environment, thus reducing the generalizability of the results. An experimental environment was chosen because it allowed testing of only the variables of interest - team compensation, individual compensation, and team identity, while holding other factors (i.e. task and compensation variation) constant. Practical implications - The results suggest that, regardless of team identity, firms can benefit from offering both team and individual performance-based compensation. Originality/value - This study examines individual and team compensation simultaneously, in contrast to studying each in isolation. Additionally, this study investigates whether teammate familiarity moderates the effect of performance-based compensation on performance.
机译：目的-本文的目的是研究团队成员在根据团队和个人绩效获得薪酬时是否比单独一个团队更努力工作并表现更好，以及队友之间的熟悉程度是否会影响薪酬计划的有效性。设计/方法/方法-由四名成员组成的临时学生小组在一个实验中反复完成一个相互依赖的任务，该实验可操纵个人薪酬计划，团队薪酬计划和队友的熟悉程度。研究结果-结果表明，基于个人绩效和基于团队绩效的薪酬相结合，可以在强者和弱者之间获得可比的绩效，这表明基于绩效的薪酬可以克服与弱者团队身份相关的较低生产率水平。研究局限性/意义-数据是从一个实验游戏中收集来的，该实验游戏类似于一个相互依存的生产环境，因此降低了结果的可推广性。选择一个实验环境是因为它仅允许测试感兴趣的变量-团队薪酬，个人薪酬和团队身份，同时保持其他因素（即任务和薪酬差异）不变。实际意义-结果表明，无论团队身份如何，公司都可以从提供基于团队和个人绩效的薪酬中受益。原创性/价值-与单独研究每个人和团队的薪酬相比，本研究同时研究了个人和团队的薪酬。此外，本研究调查了队友的熟悉程度是否会降低基于绩效的薪酬对绩效的影响。

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