Compensation Schemes, Skill Level, and Task Performance: An Experimental Examination*
通过实验室实验，研究了不同薪酬方案对个人和团队绩效及满意度的影响，发现薪酬方案与绩效相关，且效果独立于公平感，满意度取决于偏好与实施方案的一致性。
ABSTRACT The effect of budget‐based incentive compensation schemes is a fundamental issue in developing and implementing organizational control systems. This study investigates the effect of alternative compensation schemes on performance and satisfaction. A theoretical model outlining the primary relationships is formulated and related hypotheses specified. The hypotheses reflect an integration of agency theory and organization behavior research. Across‐group and within‐group effects are investigated using both single‐period and multiperiod analyses. A laboratory study involving 40 subjects is undertaken and the findings provide insights into the individual and group effects of alternative compensation schemes and the dynamics of changing Compensation schemes on productivity and satisfaction. Specifically, a relationship is found between compensation schemes and performance. The effect on performance is independent of the compensation scheme's perceived fairness. Satisfaction is a function of the congruence between the preferred scheme and the implemented scheme.