To Evaluate The Effects Of Performance Related Pay In Scientific Research Institutions

An important part of the income distribution system in institutions is performance related pay (PRP). With the deepening of the reform of institutions, to establish a set of allocation mechanism, closely linked to job performance and actual contribution, contributes to the stability of institutions talent and the development of the organization. Scientific research institutions is the key to speed up the construction of innovation country, it has important theoretical and practical significance to study on the status of implementation of PRP in this type of institutions.Based on the incentive theory and contingency theory, the author puts forward four research hypotheses, discusses the relationship between PRP and distributive justice perception of employees, self development and team cooperation, and analyzes the role of several exogenous variables on the implementation effect of PRP, obtained the following conclusions:1. PRP has a positive effect on improving distributive justice perception of employees. The performance salary makes employee income to a greater extent depends on the level of performance, employees were more likely to be input and return their equivalent. Institutions should advocate hard work, encourage innovation through the implementation of PRP.2.PRP has positive impact on self development of employees. The implementation of PRP and promotion of staff development can do at once. Organizations and individuals can achieve a win-win situation.3. No significant correlation with PRP and team cooperation. In the scientific research institution, whose work are more dependent manager should use other means to reduce the possible adverse effects of PRP.4. The demographic characteristics of employees is an important factor affecting the implementation of PRP. Correlation between gender, education and PRP is low. To the contrary, correlation between length of service, age, professional title and PRP is high.5. The influence of performance management system on PRP is more obvious. Important content of management system is the design of performance index, That is not only directly linked with the distribution of PRP, but also influence the attitude and behavior of the employees.6. Tissue culture has an effect on the implementation of PRP. Scientific research institutions should pay enough attention to the construction of organizational culture.In this paper, the possible innovations lie in:1.Choosing scientific research institutions as the research subject, the author focus on three aspects, which have intimate connection with the scientific research work:distributive justice perception of employees, self development and team cooperation.2. Expanding the research content. Based on the characteristics of scientific research personnel, through the analysis of the hypothesis and empirical, summarizes the regulation effect of several exogenous variables on the implementation effect of PRP. The performance salary design concept should be persistent excitation orientation. We should pay attention to employee’s current distribution and long-term incentive suggestion, and pay attention to the learning motivation of non-monetary compensation.3. According to the study, PRP to promote teamwork has no obvious positive effect, which deviated from the theoretical hypothesis, the reason may be that the contradictions between the organizational culture, performance salary system itself and the team cooperation.