Merit pay, performance appraisal, and individual motivation: An analysis and alternative
指出绩效薪酬计划常因实施问题和归因偏差而效果有限，并提出以团队成就为核心的替代方案，对薪酬设计者和管理者具有参考价值。
Theories of motivation and common expectation argue that people who contribute more to an undertaking should receive more from it. This expectation has significantly influenced the design of compensation systems. Merit pay reflects this influence. Nonetheless, in spite of intuitive appeal and apparent theoretical support, merit pay rarely achieves its objectives. This article reviews five common implementation issues. It also argues that merit plans underemphasize important attribution biases that affect performance judgments. These biases suggest that such plans would still have limited effectiveness, even if implementation problems were overcome. The article presents an alternative focused on group accomplishment. © 1998 John Wiley & Sons, Inc.