| In small and medium-sized enterprises,the senior management team is the main management personnel of small and medium-sized enterprises,and the senior management team holds the future development direction of the company.From the perspective of executives themselves,the senior management team includes directors,general managers,directors and other senior managers,who play a key role in the performance of the company.Therefore,the relationship between executive motivation and corporate performance has always been the focus of enterprise management research.This paper takes the senior executives of small and medium-sized enterprises as the research object to deeply discuss the impact of the implicit incentive of senior executives of small and medium-sized enterprises on corporate performance,which mainly includes the following three research objectives:First,to explore the core conditions of the single conditional variable of the implicit incentive of senior executives of small and medium-sized enterprises on corporate performance:Second,it discusses the influence of the combination of organizational environment incentive,spiritual incentive,emotional incentive,career development incentive and personal growth of senior executives on corporate performance.Thirdly,it discusses the influence of configuration effect of implicit incentive on corporate performance.Based on the two-factor incentive theory,principal-agent theory and incentive compatibility theory,this paper establishes a theoretical model which takes organizational environment incentive,spiritual incentive,emotional incentive,career development incentive and individual growth as conditional variables and company performance as result variables.By deeply exploring the relationship between the implicit incentive of senior executives of small and medium-sized enterprises and corporate performance,this paper analyzes the influence of the implicit incentive of senior executives of small and medium-sized enterprises on corporate performance from the perspective of configuration,in an attempt to find a new breakthrough for the research on the relationship between the two.Through the collation and analysis of the sample data of small and medium-sized enterprises,the following conclusions are drawn:First,among the 50 smes surveyed,there are two types of implicit incentives for senior executives that are the core conditions for smes to produce high performance,namely emotional incentives and personal growth incentives.For some small and medium-sized enterprises,organizational environmental incentives have a significant impact on their high performance.Second,the study found that in the Internet industry,the team size is about 50-200 people,the age group of senior executives is 25-35 years old,and the senior executive level is director level.The combination mainly based on emotional motivation can promote the enterprise to produce high performance.The team size of such enterprises is medium,the senior executives are young,the senior executives are mainly born in the 1980s and 1990s,and the majority of them are male executives.For such small and medium-sized enterprises,emotional incentive can effectively improve the corporate performance.Third,in the non-Internet industry,in the small and medium-sized enterprises with a team size of less than 50 people,the senior executives are mainly over 45 years old,and the senior executives are general managers.Therefore,the incentive combination mainly including organizational environment incentive,emotional incentive and career development incentive is very effective.These companies have relatively small teams,mature executives and are dominated by men.It can be seen that in small and medium-sized enterprises with small team size,when the senior management team is mature,the comprehensive incentive measures can effectively promote the enterprise to produce high performance.Fourthly,in traditional industries,for small and medium-sized enterprises with a team size of less than 50 people,the four factors of spiritual motivation,emotional motivation,career development motivation and personal growth have a great influence on enterprise high performance.Typical cases of this portfolio are mainly senior executives at the level of vice president and general manager.Senior executives are mainly aged between 25 and 35 years old,and female executives account for a large proportion.It can be seen that in enterprises with small team size,when female executives account for a large proportion,the senior management team pays more attention to comprehensive motivation and personal growth.Fifthly,small and medium-sized enterprises with a team size of more than 500 people are in traditional industries,and their senior executives are between 35 and 45 years old.Senior executives have relatively low positions,and their personal growth,organizational environment incentive,spiritual incentive,emotional incentive and career development incentive have a greater impact on other incentive factors.In such small and medium-sized enterprises,the team size is relatively large,and the personal growth incentive of the senior management team is an effective incentive way.In the stable development stage of small and medium-sized enterprises,the centripetal force and cohesion of the senior management team are very important.In this stage of development,even without a mature implicit incentive system,the senior management team can still create high performance,which is worthy of attention.The innovation points of this paper include the following three points:First,this paper expands the research on the impact of the implicit incentive of senior executives of small and medium-sized enterprises on corporate performance,and reveals the necessary conditions for the impact of the implicit incentive of senior executives of small and medium-sized enterprises on corporate performance.This paper introduces the organizational environment incentive,spiritual incentive,emotional incentive,career development incentive and personal growth incentive and uses the fuzzy set fsQCA method to systematically study the combination of senior executives’ implicit incentive and configuration effect on corporate performance,and clarifies that emotional incentive and personal growth incentive are the core conditions affecting corporate performance.Secondly,this paper constructs a combination model of incentive for senior executives in small and medium-sized enterprises,which mainly includes organizational environment incentive,spiritual incentive,emotional incentive,career development incentive and personal growth incentive.On the basis of the existing theories,the paper puts forward the following aspects:working environment,organizational atmosphere,corporate culture;Target incentive,enterprise welfare,example incentive,honor incentive;Care incentive,trust incentive;The configuration effect of 13 implicit incentive factors,such as power incentive,training incentive,promotion incentive and personal growth,is verified by analyzing the combination of implicit incentive of senior executives in small and medium-sized enterprises.Thirdly,through the research,this paper finds four ways to promote smes to produce high performance of senior executive implicit incentive combination.Under the core conditions of emotional motivation and personal growth of senior executives,different incentive combinations will be generated according to different industries,different enterprise sizes,and different conditions such as gender,age and position level of senior executives,thus affecting corporate performance.Through further analysis,the conditional configuration of small and medium-sized enterprises to achieve high performance is deeply explored,which breaks through the limitation of previous research on the impact of single incentive method on corporate performance and clarifies how four different incentive combination models can effectively promote enterprises to achieve high performance,which provides a theoretical basis for future scholars to study the impact of executive implicit incentive on corporate performance. |
