A Research About The Relationship Between Pay For Performance And Employee Creativity In Different Situations

Innovation is the soul of an enterprise to obtain competitive advantages. So how to improve employee creativity has not only been a target in enterprise management, but also a hot issue in academic research. As one of the important ways of payments and incentives, Pay for performance(PFP) has always been paid attention by scholars, especially its effects on employee creativity. From the existing research results, the relationship between PFP and employee creativity is inconsistent, forming two conflicting views: the humanity camp and and learning camp. Combined with the contingency theory, this paper discusses the effects of PFP on employee creativity in different situations, such as relational psychological contract situation and personal-organizational values fit situation.First of all, This study reviewes the related theoretical basis about PFP, intrinsic motivation and employees creativity. and creatively proposes the moderating effect of relational psychological contract and personal- organizational values fit. After the detailed literature review, we put forward the research hypothesis and theoretical model. And then surveys 366 employees by using questionnaire to obtain the empirical analysis data. SPSS20.0 and AMOS are utilized to analyze data in order to verify the hypothesis and model. The empirical results show that:(1) The effects of PFP on employee creativity depend on the implementation of the specific situation, different situation will lead to different effects.(2) For emplyees with high relational psychological contract and high personal-organizational values fit, PFP can significantly improve their intrinsic motivation and creativity; For employees with high relational psychological contract and low personal-organizational values fit, PFP can not effect their intrinsic motivation and emolyee creativity siginifcantly; For employees with low relational psychological contract and high personal-organizational values fit, PFP can significantly improve their intrinsic motivation and creativity; however, For employees with low relational psychological contract and low personal-organizational values fit, PFP wil decrease their intrinsic motivation and emolyee creativity siginifcantly.(3) Under the specific situation, the intrinsic motivation mediates the relationship between PFP and employee creativity.Finally, according to the research conclusion, this paper puts forward some corresponding management suggestions and points out the limitations of this study and the directions for future study.