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金钱谈话?金钱谈话? 基本工资的激励机制取决于福祉和工作绩效
Anja H Olafsen1, Florence Jauvin2, Pascale Cécire2
1School of Business, University of South-Eastern Norway, Hønefoss, Norway.
Scandinavian journal of psychology
|July 2, 2024
概括
员工工资的公平性和管理层的支持显著影响了员工的动机和幸福感. 管理层的支持提高心理健康,减少营业额的意图,而支付公平影响需要满意度和营业额.
科学领域:
- 组织心理学 组织心理学
- 工作动机 工作动机
- 自决理论 自决理论
背景情况:
- 薪酬在员工激励中的作用仍在争论中.
- 自决理论表明,工资的动机效应可能取决于基本心理需求的满足.
研究的目的:
- 调查基本工资金额和薪酬公平差异对基本心理需求的影响.
- 检查需求满足,自主工作动机和与工作相关的结果之间的关系.
- 为了比较工资和管理需求支持对员工福利,营业额意图和绩效的影响.
主要方法:
- 通过使用档案数据和自我报告调查了593名挪威工人.
- 采用了一种包含基本工资,工资公平,管理需求支持,基本心理需求,自主动机和工作成果的模式.
- 分析了这些变量对心理福祉,营业额意图和业绩的直接和间接影响.
主要成果:
- 基本工资金额没有预测基本心理需求的满足.
- 薪酬公平性差异对自主性和相关性有负面预测,但对能力满意度有积极预测.
- 管理需求支持正面预测满足所有三个基本需求.
- 管理需要支持直接提高心理健康和减少营业额的意图.
- 支付公平性差异直接增加了营业额的意图.
结论:
- 管理层需要的支持是员工心理健康的重要驱动因素,并减少了员工的营业额意图,超过了基本工资的影响.
- 感知到的工资公平性至关重要,它会影响需求满足,并有助于营业额的意图.
- 在这种情况下,单单是基本工资金额并不是基本心理需求满足或工作成果的重要预测指标.
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