CAJ | 학술논문

摘要本文回顾了团队薪酬的研究现状，总结了团队薪酬计划的典型模式，对比了两种一次分配方案（线性预算计划和竞争线性计划）和两种二次分配方案（平等型和公正型）的激励效果，并进一步比较了在不同任务互依情境下激励效果是否存在差异。运用2×2×2的实验设计进行假设检验，组织141名被试以三人团队形式参与一项汉字检索任务。结果表明，竞争线性计划对团队绩效的激励效果优于线性预算计划，并且这种优势在低任务互依情境下更为显著。二次分配方案的激励效果在不同的任务互依情境下存在显著差异：在低任务互依情境下，公正型二次分配对团队绩效的激励效果更好；在高任务互依情境下，平等型二次分配对团队绩效的激励效果更好。
적요본문회고료단대신수적연구현상，총결료단대신수계화적전형모식，대비료량충일차분배방안（선성예산계화화경쟁선성계화）화량충이차분배방안（평등형화공정형）적격려효과，병진일보비교료재불동임무호의정경하격려효과시부존재차이。운용2×2×2적실험설계진행가설검험，조직141명피시이삼인단대형식삼여일항한자검색임무。결과표명，경쟁선성계화대단대적효적격려효과우우선성예산계화，병차저충우세재저임무호의정경하경위현저。이차분배방안적격려효과재불동적임무호의정경하존재현저차이：재저임무호의정경하，공정형이차분배대단대적효적격려효과경호；재고임무호의정경하，평등형이차분배대단대적효적격려효과경호。
As organizations increasingly use team as their work units, team-based rewards are more popular than ever before. The benefits of adopting team-based rewards include fostering cooperation among team members, and promoting team effectiveness. But it potentially arises social loafing at the same time. Therefore, the researchers focus on how to reduce social loafing and improve team-based rewards＇ effectiveness. It is surprising that we still know little about when team-based rewards can positively impact team performance and other outcomes. Team-based rewards are contingent with whole performance of the team. The work team will gain bonuses once they reach the team goal. Then the whole bonuses need to be assigned to team members. That is to say team-based rewards have two phases： reward the whole team and distribute to team members. The two procedures have different effects on team effectiveness. But previous studies ignored their interaction effect. The aim of our study is to provide evidence that the allocation procedures and task interdependence can significantly impact teambased rewards＇ effect. Based on reviewing the research of teambased rewards and summarizing typical team-based rewards plans, we compare the effects of two kinds of classic team-based incentive plans （Budget-Linear Plan vs. Competitive-Linear Plan） and two kinds of allocation structures （Equality vs. Equity）. After that, we compare the different effects of these incentive plans under different context, especially between high task-interdependence context and low task-interdependence context. The hypotheses are examined through a 2×2×2 experiment design. 141 undergraduate students participated in a task of Chinese characters search and idiom creation as a member of three-person team （that is 47 teams in all）. The experiment data confirm that the Competitive-Linear Plan is better than the Budget-Linear Plan, especially in low task interdependence context. Equality schedule induces higher team performance in high interdependence task. While results could not support that in low task interdependence task equity schedule has better effects. Conclusions and limitations of this study are also discussed in the end.