CAJ | 학술논문

面对“绩效薪酬能否促进员工创造力”这一问题在管理实践中和理论界存在的困惑及分歧，从“面子”这一独特的中国文化视角，在提炼绩效薪酬特征的基础上，提出了绩效薪酬对员工创造力的影响模型和假设，并通过81家中国企业的467份有效调查问卷进行了实证检验。研究发现，绩效薪酬的信息性通过能力面子压力正向影响员工的创造力，控制性通过自主面子压力负向影响员工创造力。此外，组织支持感和分配公平感在该影响过程中发挥了正向调节作用。
면대“적효신수능부촉진원공창조력”저일문제재관리실천중화이론계존재적곤혹급분기，종“면자”저일독특적중국문화시각，재제련적효신수특정적기출상，제출료적효신수대원공창조력적영향모형화가설，병통과81가중국기업적467빈유효조사문권진행료실증검험。연구발현，적효신수적신식성통과능력면자압력정향영향원공적창조력，공제성통과자주면자압력부향영향원공창조력。차외，조직지지감화분배공평감재해영향과정중발휘료정향조절작용。
In face of the puzzles in management practice and the disputes and divarications in academic field fo-cusing on the problem 'Can pay for performance promote employee creativity?', the influencing model of pay for creative performance on employee creativity and the relative hypotheses are brought forward through identifying the characteristic factors of pay for performance from the unique perspective of 'face', which is one of typical cul-ture characteristics in Chinese society. The model and hypotheses are tested by the valid data collected from 467 employees in 81 Chinese firms. The result implies that the informational aspect of pay for performance affects em-ployee creativity through ability-based face, while its controlling aspect affects employee creativity through self-de-termination-based face. Moreover, perceived organizational support and distributive justice perception take the posi-tive moderating role in the above influencing process.