Analysis Of The Influence Of Money Incentive Climate On Employees’ Pro-social Behavior And Work Well-being

Since carrying the policies of reform and opening to the outside, China has achieved a transition from the planned economy to the socialist market economy. With the development of the socialist market economy and globalization, the mechanism system of enterprise development has undergone profound changes. In the field of human resources, China continues to learn the advanced concepts of the West to guide our practice. But now our country is at the period of the transition of socialist market economy, coupled with people’s ideas have undergone profound changes,we can not directly copying the western incentive theory to guide China’s business practice.For the long-term development of enterprises, we need to develop an effective incentive system to motivate employees according to the fact.From the perspective of employee-organizational relationship, based on the social exchange theory, this study takes the employees of the enterprise as the object to inquire about the influence of enterprise money incentive climate on the employees’ pro-social behaviors and work well-being. We examine the mediate role of employee-organizational economic exchange and social exchange in the above relations and discuss the differences of different demographic variables.Study 1 was conducted by open questionnaire survey and interviews for 50 employees, the "Money Incentive Climate" scale was developed, and 112 employees were surveyed. Five items were obtained through exploratory factor analysis and confirmatory factor analysis.Study 2 involved 47 companies and 258 staff. The samples are widely distributed and are representative. The results show that the money incentive climate negatively affects Job satisfaction (β=-0.215, p<0.001), OCB-O (β=-0.241,p<0.001) and OCB-I (β=-0.090,p=0.071), the money incentive climate positively affects employee-organization economic exchange (β=0.609, p<0.001), negatively affects employee-organization social exchange (β=-0.154, p<0.01); Employee-organization economic exchange positively affects Job satisfaction (β=-0.116, p<0.05),OCB-O(β=-0.234, p<0.001) and that employee-organization social exchange positively affects job satisfaction (β=0.391, p<0.001), OCB-O (β=0.187, p<0.001) and OCB-I (β=0.444,p<0.001). In general, employee-organization economic exchange plays a central role in the relationship between money incentive climate and job satisfaction and OCB-O, with intermediate effect values of -0.071 and -0.143, respectively. Employee-organization social exchange plays a partial mediating role in the relationship between money incentive climate and job satisfaction, OCB-O, with intermediate effect values of -0.060 and -0.029 and -0.068, respectively. Employee-organization social exchange plays a complete mediating role in the relationship between money incentive climate and OCB-I,with intermediate effect values of -0.068.Based on the results of this study, the enterprises should take into account of the role of monetary incentives and provide the staff with different incentives to achieve the goal with the lowest cost and the greatest effect. In the current transition period of the socialist market economy, this research hopes to provide the theoretical basis for the enterprises to improve the incentive system and the work well-being of the employees.