Matching compensation and organizational strategies
研究企业战略（公司层和业务单元层）如何影响薪酬策略，以及两者匹配对薪酬体系有效性的作用，基于192位大型制造企业人力资源高管的调查数据。
Abstract This study examines the impact of organizational strategies (at both the corporate and business unit level) on pay strategies, and their interactive influence on the effectiveness of the compensation system. The empirical findings are based on the survey responses of 192 human resource management executives in business units of large manufacturing firms. Corporate strategy was a significant predictor of pay package design, pay level relative to the market, and pay administration policies. Business unit strategy was a significant predictor of pay package design and pay level relative to the market. The findings are supportive of congruency notions which suggest that the effectiveness of the compensation system is partly a function of the fit between pay strategies and organizational strategies.