CONTINGENT PAY SYSTEMS AND JOB-PERFORMANCE FEEDBACK

被引：6

作者：

GRELLER, MM ^{[1
]}

PARSONS, CK ^{[1
]}

机构：

[1] GEORGIA INST TECHNOL,IVAN ALLEN COLL,ATLANTA,GA

来源：

GROUP & ORGANIZATION MANAGEMENT | 1995年 / 20卷 / 01期

关键词：

D O I：

10.1177/1059601195201006

中图分类号：

B849 [应用心理学];

学科分类号：

040203 ;

摘要：

Two profile studies were conducted to examine the extent to which contingent pay systems influence the use of job performance information (feedback) provided by the task supervisor, and changes in pay. Although task and supervisory feedback showed patterns of use similar to those found in previous field research, no moderating effects attributable to pay system were found. Instead it was the effect of pay that was substantially moderated by other feedback available to the individual. The results suggest the supervisor plays a significant role mediating the effectiveness of pay system interventions.

引用

页码：90 / 108

页数：19

共 31 条

[1] FEEDBACK AS AN INDIVIDUAL RESOURCE - PERSONAL STRATEGIES OF CREATING INFORMATION [J].