The Multi-level Relations Between Team Pay Distribution And Performance

In order to deal with knowledge economy and corporation competition effectively,teams are becoming the basic operation units in organization construct more and more.Under this background,what influence mechanism occurs between team pay distribution(a key input factor)and performance(a key output factor)?How should we design pay distribution dimensions to increase the effectiveness of compensation?All these are valuable subjects.Past researches usually surveyed the simulated special team fragmentedly,and were lack of realistic team operation analysis.So,on the basis of past research results,this research pays attention to the realistic team operation.The research chooses 41 creative teams of some excellent culture corporaion as samples and analyses the relation between pay distribution,trust,job characteristics,team performance and personal performance systematically and empirically.And the research tries to reveal multilevel media influence mechanism and moderating effect further.The research is consisted of two surveys.One is survey the team-level relation between team pay distribution,team trust and team performance.The other is mixed team-personal level relation between team pay distribution,personal confidence and personal performance.First survey divides team pay distribution in three core dimensions.They are team pay level,team pay dispersion and team incentive intensity.It divides team trust between team leaders and members in three dimensions.They are deterrence-based trust,knowledge-based trust,and identification-based trust.The survey discusses the media influence mechanism and moderating effect between team pay distribution,team trust,team performance and team job characteristics empirically.The survey finds that there are two media influence paths in tem operation.One is the path from team pay level to team knowledge-based trust to team performance,in which task interdependence has negative moderating influence.The other is the path from team incentive intensity to team knowledge-based trust to team performance,in which task complexity has negative moderating influence.Based on the above theoretical construct,second survey focus on the trans-level influence between team level and personal level.The survey discusses the media influence mechanism and moderating effect between team pay distribution,personal trust,personal performance and team job characteristics empirically.The survey finds that there are two media influence paths in team-personal interaction.One is the path from team pay level to personal knowledge-based trust to personal performance,in which task interdependence has positive moderating influence.The other is the path from team incentive intensity to personal knowledge-based trust to personal performance,in which task complexity has negative moderating influence.Finally,the research summarizes main survey results.According to corporation operation practice,the research presents some operational suggestions on how to raise the effect of team pay policies.The research also analyses the research limitations and discusses the significative research field in the future.