ESOPs and Profit-Sharing Plans: Do They Link Employee Pay to Company Performance?
指出，员工持股和利润分享计划名义上将薪酬与绩效挂钩，但实际中这些计划提供的财务激励往往弱于基本工资，导致其效果不一。
In recent years, there has been increased interest in the impact of pay systems on company performance. However, clear results on the impact of these pay plans have not been achieved. We argue here that stronger results have been elusive because compensation systems which supposedly create a pay/performance linkage often do so only weakly, if at all. In most of the companies that we studied, we find that these nominally performance-contingent pay systems provide less of a financial incentive to the achievement of company-wide performance goals than does basic salary and wage compensation. It is therefore not surprising that empirical studies would find these plans to be mixed in their effectiveness.