Research On The Effect Mechanism Of Team Compensation On Team Effectiveness

In the context of economic integration,organizations are increasingly demanding resilience,and work methods based on teamwork are beginning to appear and are accepted by more and more organizations.How to effectively play the role of the team to obtain better team benefits has become a new practice test for the organization manager.At present,it is generally agreed that by inspiring team members,they are encouraged to make more behaviors that are conducive to the team,and more actively complete team tasks and goals,so as to obtain better team benefits.Among all the incentives,the most direct and effective incentives are salary incentives.Due to the characteristics of the team,the organization gradually strengthens the emphasis on team performance,and promotes the team's working atmosphere through team compensation.Most companies have improved their performance after applying team compensation.Nonetheless,based on practical experience,not every organization or team that applies team compensation can achieve high performance,and it may also lead to an increase in free-riding and lazy behavior,exacerbating the tension between members.Scholars began to explore the scope of application of team compensation,the impact of conditions,and what is the relationship between team compensation and team effectiveness? Based on this,this article puts forward related research topics,that is,the research on the effect mechanism of team compensation on team effectiveness.After sorting and summarizing the relevant literature,this paper proposes the research model of this article: team salary?salary fairness?team effectiveness,and at the same time explores whether the team difference atmosphere has played a regulatory role in the relationship between team salary and salary fairness.Three control variables were selected,and four hypotheses were tentatively proposed,that is,team salary positively affects team effectiveness;team salary has a predictive effect on salary equity;salary equity plays an intermediary role in team salary and team effectiveness;team poor The order atmosphere regulates the relationship between team salary and salary equity.In terms of research methods,the questionnaire method and the statistical analysis method are used.First,the questionnaire is used to design the questionnaire,and the reliability and validity of the questionnaire are guaranteed by pre-testing.Enterprises issue questionnaires to obtain corresponding samples,and use SPSS22.0 for data analysis.The results show that there is no significant correlation between the control variables selected in this study and other variables;the assumptions previously proposed have been basically verified,but the fair distribution of team compensation and the strength of team compensation incentives have not interacted with the sense of compensation equity.Supported by data.Finally,starting from practice,this article puts forward some management suggestions:(1)Strengthen the cognition of team work and improve each component;(2)Focus on the fairness in the distribution process;(3)Set a reasonable team salary incentive intensity;(4)Complete team work Performance evaluation;(5)enhance the sense of salary equity of team members;(6)pay attention to the atmosphere ofdifference in the team.I hope that the research in this article can provide some shallow suggestions for the practical application of team compensation in the organization.Finally,this article points out the shortcomings of this research and the future research direction.