奖励的价值导向对绩效反馈效果的影响
The Impact of Reward Value Orientation on Performance Feedback Effectiveness
查看参考文献40篇
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文摘
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本研究探讨了奖励形式启动的价值框架效应在调节绩效反馈对绩效提升与行为塑造的效果中发挥的作用。对231名大学生的问卷调查结果表明，采用金钱奖励时，接受个人绩效反馈的个体效能感更高，也有更好的绩效和合作行为表现;采用荣誉奖励时，集体绩效反馈的效果更好。即奖励形式与绩效反馈的匹配会提高组织成员绩效，增加其合作行为。基于该结果，建议管理者关注奖励体系中的价值信息与组织的管理方式相匹配，以推进组织的可持续发展。 |
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其他语种文摘
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Although performance feedback has been given great importance in fostering employee self-efficacy that provides access to performance and other positive outcomes, contrasting views still exist on the effectiveness of performance feedback. The potential impact of reward system on feedback effectiveness was previously overlooked. Reward system may knock out the benefit that comes from feedback for the value orientation implied in reward changes individual cognition and behavior pattern and it influences the effectiveness of those feedback messages. Merely reminders of the concept of money or honor could change personal cognition and interpersonal behavior. On one hand, money is linked to a focus on personal inputs and outputs in a transactional term, In terms of that, individuals reminded of money are more interested in self-achievement. On the other hand, honor is the most typical form of social approval, sense of honor makes individuals obliged to follow the social norms. Besides, interpersonal harmony is the core element of traditional social values in China. As a result, the emphasis on reputation may arouse desire to satisfy the collective needs. Accompanied with this value orientation difference produced by incentive styles, individual self-concept tends to vary in accordance with the inner state of the incentive styles. Specifically, the market-pricing mode stresses the concept of private self, while social norms emphasize the concept of collective self. As it is demonstrated that people tend to respond more rapidly and are more sensitive to information that is in consistent with their self-concept, it seems reasonable that a feedback message will be accepted and utilized more efficaciously when the feedback adjusts its target according to the individual self-concept. As a consequence, the performance feedback designed based on reward system will effectively increase individual self-efficacy, and lead to preferred outcomes eventually. In this study we discussed the interaction of performance feedback and incentive style in the process of promoting task performance and cooperation. We conducted a field study among undergraduate students to test our hypothesis. Data were collected in 2 rounds of surveys during 20 days in a large-scale urban event. In total, 231 useable responses were available. We measured the independent variables in the 2 rounds of surveys. While we manipulated incentive style (money/honor) and performance feedback (personal/collective) right after the first survey conducted. The results of this study showed that incentive style and performance feedback had an interaction effect on task performance, F(1,226) = 4.35, p =.038, and cooperation behavior, back-up behavior:F(1,226) = 12.52, p <.001, knowledge sharing, F(1,226) = 16.66, p <.001. Specifically, when monetary incentives were adopted, personal feedback improved task performance and increased cooperation more than collective feedback. In contrast, collective feedback produced higher task performance and cooperation when honor incentives were adopted. Meanwhile, self-efficacy moderated this process. Based on this result, we suggest administrators be cautious of the value message underlying the reward system. And it is recommended that organization should implement management styles that are in accordance with its culture in order to facilitate sustainability of the organization. |
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来源
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心理科学
,2013,36(6):1451-1458 【核心库】
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关键词
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金钱
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荣誉
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绩效反馈
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合作行为
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任务绩效
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地址
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1.
中国科学院大学管理学院, 北京, 100080
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中山大学管理学院, 广州, 510275
3.
中山大学心理学系, 广州, 510275
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语种
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中文 |
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文献类型
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研究性论文 |
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ISSN
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1671-6981 |
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基金
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国家973重大项目“混合网络下社会集群行为感知与规律研究”的子项目“集群行为感知与管理的应用示范”
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国家自然科学基金
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文献收藏号
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CSCD:5003846
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