The Impact Of Pay For Performance On Organizational Citizenship Behavior:Mediating Effect Of Organizational Commitment And Moderating Effect Of Distributive Justice

Pay-for-Performance(PFP)is a system of compensation that a company gives incentive pay for employees' work performance.Organizational Citizenship Behavior(OCB)is a form of extra roles behavior that employees do on their own initiative with no pay,and it could make for promotion of the company's performance.The current competition between enterprises is more and more complicated,so a quick reaction to external environment is increasingly important.This requires employees not to look just on his own responsibility but need more spontaneous behaviors such as OCB.This study explores the relationship of PFP and OCB remained a puzzle in academic field.A large number of studies have confirmed that PFP has a negative effect on OCB,because it may prompt employees to focus only on the performance that will bring rewards,thus reducing OCB.The research giving different conclusionsregarded thePFP as a global concept,and they have not do deep analysis on the different characteristics of PFPhaving different effect on OCB.Based on identifying the dimensions of characteristic of PFP,this study was willing to examine the relationship and the mechanism of action between PFP and OCB through the mediating effects of Organizational Commitment(OC).This paper also studies the moderating effect of Distributive Justice(DJ)between PFP and OCB.Based on outlining the relevant concepts,theories and researches of PFP,OC,OCB and Organizational Justice(OC),I gave the model and hypotheses on the basis of Self-DeterminationTheory and Social Exchange Theory.Conducted with a sample of 288 employees in 36 organizations using SPSS21.0 and AMOS21.0,the result shows that the informational aspect of PFP have an direct positive effect on OCB via OC,while the controlling aspect have an indirect negative effect on OCB via OC.What's more,DJ takes the positive moderating role between the informational aspect of PFP and OCB.Finally,I summarized the theoretical contributions and suggestions for management of this research,and the limitations of this study and future research directions were also provided.The innovation of this paper have three points.First,starting with extracting the characteristics of PFP on the basis of Self-DeterminationTheory,I studied the effect of different characteristics on OCB,which providing a new theoretical explanation to the previous conflicting researchconclusion.Second,based on the Social Exchange Theory,I proposed that OC is a important psychological mechanism of PFP affecting OCB,revealing the internal mechanism from a new angle of view.Thirdly,I provided some suggestionsfor improving the OC and OCB from the perspective of performance management and salary management.