Incentive compensation as an injurious condition of work: A study of labelling
研究个体因素（如负面情绪倾向）和工作因素（如工作不安全感、控制感）如何影响员工将激励薪酬计划视为潜在有害的工作条件，对管理者设计薪酬制度有参考价值。
Abstract A recursive causal model is presented in which individual and work factors are hypothesized to be predictive of workers' labelling an incentive compensation program as potentially injurious to their well‐being. The individual factors include the dispositional variable, negative affectivity, and financial needs and resources. The work factors consist of prior incentive compensation, experienced job insecurity, and experienced control. The model was tested using questionnaire responses of 165 managers and professionals. While it was found that the overall model did not fit the data that well, negative affectivity was found to be positively associated and experienced control negatively associated with the incentive compensation program being labelled negatively. The somewhat surprising finding that financial needs and resources were not found to be significantly associated with labelling is discussed. The importance of disposition and experienced control for the labelling of potentially threatening or harmful job conditions as well as some hypothesized antecedents of control also are discussed.