| Good incentive system is the base of good performers, and pay system is the most important way to drive workers in enterprises. Since the great success in Lincoln Electric Company, pay for performance(PFP) has made powerful influence. It is considered as good pattern of incentive generally, and become one of the common methods to drive people. However, there is lots of trouble for enterprises to develop an effective PFP system, PFP also has limited effect. So, the incentive effect of PFP system is one of the most common research themes in HRM.Most researches about PFP before are limited in the whole system and not focus on characteristics of itself. Our research probed the PFP characteristics and investigated the characteristics towards pay attitudes and performance of workers.The constructive issues of our research is as follows:(1) The study focused on PFP characteristics to pay attitudes instead of whole system, generalized six characteristics (e.g. content of performance appraisal, appraisal participation, ways of incentive et al.), and investigated the characteristics towards pay attitudes and performance of workers.(2) The study investigated general self-efficacy(GSE) towards relationship between PFP characteristics and pay attitudes.(3) Conclusions of researches on relationship between pay attitudes and employee performance before are not consistent, our research investigated pay fairness and pay satisfaction towards task performance and context performance separately.The study investigated a sample of 242 employees from 47 different kinds of organizations to complete data collection based on questionnaire and semi-structured interview study , and used SPSS 16.0 to analyze data of survey. The main results were as follows:(1) In the process of PFP designing, outcome-based performance appraisal, task performance and individual-based pay should be emphasized; ratio of PFP in total pay, employee appraisal participation and organizational communication should be strengthened.(2) GSE moderated the relationship between the characteristics on appraisal(ratio of individual incentive, ratio of PFP in total pay and organizational communication) and pay satisfaction. GSE didn't moderate the relationship between the characteristics on pay(ratio of outcome-based appraisal, ratio of task performance and appraisal participation) and pay satisraction.(3) Pay fairness had positive influence on context performance, but not on task performance. Pay satisfaction has positive influence on task performance, but not on context performance.(4) Pay fairness and pay satisfaction mediated the relationship between PFP and employee performance. |
