The informational effect of pay for individual performance on intrinsic motivation

IF 4.6 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR International Journal of Manpower Pub Date : 2024-07-16 DOI:10.1108/ijm-07-2023-0406
Cristiana Rodrigues Vilaça, Teresa Proença, Mauro Carozzo-Todaro
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Abstract

Purpose

This research aims to test the role of the informational effect (IE) on the relationship between pay for individual performance (PFIP) and intrinsic motivation (IM). Special attention is also given to how the supervisor’s positive (PF) and negative feedback (NF) influence workers' perceptions of the informational content of PFIP.

Design/methodology/approach

We used a two-wave online survey among workers covered by a PFIP system and collected a total of 472 answers. To test our hypotheses, we adopted SPSS PROCESS macro Model 9.

Findings

The results suggest that IE fully mediates the positive impact of PFIP on IM, with this effect diminishing in the presence of NF, while PF shows no significant influence.

Practical implications

Organizations should invest in the development of mechanisms to mitigate perceptions of rewards as behaviour control mechanisms. Instead, PFIP should be perceived as a means to gain valuable insights into performance.

Originality/value

By using a research design allowing external validity in opposition to the widely used experimental one, we contribute to the debate about the relationship between extrinsic rewards and IM. Theoretical and practical implications in the workplace are also discussed.

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个人绩效薪酬对内在激励的信息效应
目的本研究旨在检验信息效应(IE)对个人绩效薪酬(PFIP)和内在激励(IM)之间关系的作用。研究还特别关注了上司的积极反馈(PF)和消极反馈(NF)如何影响员工对 PFIP 信息内容的感知。为了检验我们的假设,我们采用了 SPSS PROCESS 宏模型 9。结果结果表明,IE 完全调节了 PFIP 对 IM 的积极影响,这种影响在 NF 存在时会减弱,而 PF 则没有显著影响。原创性/价值通过使用一种允许外部有效性的研究设计,而不是广泛使用的实验设计,我们为有关外在奖励与即时通讯之间关系的讨论做出了贡献。此外,我们还讨论了在工作场所的理论和实践意义。
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来源期刊
CiteScore
8.40
自引率
11.40%
发文量
80
期刊介绍: ■Employee welfare ■Human aspects during the introduction of technology ■Human resource recruitment, retention and development ■National and international aspects of HR planning ■Objectives of human resource planning and forecasting requirements ■The working environment
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