Multiple pay contingencies: Strategic design of compensation
回顾传统与非传统薪酬计划，指出它们能补充和强化组织战略导向与管理实践的变化，对关注薪酬战略设计的管理者有用。
Abstract Employment compensation has been a frequent target of change efforts in recent years, resulting in an abundance of proposals for so called non‐traditional pay plans. This article reviews traditional and non‐traditional plans, recognizing that they offer opportunities to complement and reinforce changes in organizations' strategic orientations and management practices.