Pay Contingency and the Effects of Perceived Organizational and Supervisor Support on Performance and Commitment
通过三项研究，探讨了薪酬与绩效的关联程度如何影响员工感知的组织支持和主管支持对工作绩效和组织承诺的作用。
Applying a social exchange perspective, three studies examine how the effects of perceived organizational support (POS) and perceived supervisor support (PSS) on performance and commitment are constrained by pay contingency. Study 1 shows a negative interaction between POS and pay contingency and a positive interaction between PSS and pay contingency in their effects on performance and nonsignificant interactions regarding commitment. In Studies 2 and 3, which were conducted in high pay contingency field settings, performance was affected by PSS but not by POS, whereas commitment was affected by POS but not by PSS. Implications of these moderation effects are discussed.