Li Chunling, Duan Xueyun, Chu Xiangling, Qiu Yong
Business School, Beijing Technology and Business University, Beijing, 100048, China.
Heliyon. 2023 Feb 28;9(3):e14154. doi: 10.1016/j.heliyon.2023.e14154. eCollection 2023 Mar.
It has recently become an incentive management challenge for organizations to implement a total reward system. Existing variable-centered studies have neglected to explore the incentive effect of a total reward system from the perspective of individual differences. Our study aimed to initially investigate the profiles of total reward satisfaction (TRS) and the impact of these profiles on work performance. Using a person-centered approach, two studies were conducted using retail industry employees in China as samples. Study 1 identified the TRS profiles of 429 samples using latent profile analysis. Study 2 replicated Study 1's configuration of profiles and examined the relationship of these profiles with demographic variables and work performance using 885 samples. Our results were as follows: (1) there were four quantitatively and qualitatively distinct profiles (subpopulations) of TRS, namely, dissatisfied (DS), development and career opportunities satisfied-dominant (DOS-dominant), work-life balance satisfied-dominant (WLS-dominant), and compensation satisfied-dominant (CS-dominant); (2) demographic variables involving gender, age, education, and position level affected the likelihood of membership in each TRS profile; and (3) the four profiles predicted different levels of work performance, or more specifically, different levels of task and contextual performance. The task and contextual performance of the four subpopulations listed from best to worst were WLS-dominant, DOS-dominant, CS-dominant, and DS. For practical management, organizations should customize a classified total reward system according to employee subpopulations to improve work performance.
最近，对组织而言，实施全面薪酬体系已成为一项激励管理挑战。现有的以变量为中心的研究忽略了从个体差异的角度探讨全面薪酬体系的激励效果。我们的研究旨在初步调查全面薪酬满意度（TRS）的概况以及这些概况对工作绩效的影响。采用以个人为中心的方法，以中国零售业员工为样本进行了两项研究。研究1使用潜在类别分析确定了429个样本的TRS概况。研究2重复了研究1的概况配置，并使用885个样本检验了这些概况与人口统计学变量和工作绩效之间的关系。我们的结果如下：（1）TRS有四个在数量和质量上不同的概况（亚群体），即不满意（DS）、发展和职业机会满意度占主导（DOS主导）、工作与生活平衡满意度占主导（WLS主导）和薪酬满意度占主导（CS主导）；（2）涉及性别、年龄、教育程度和职位水平的人口统计学变量影响了每个TRS概况成员资格的可能性；（3）这四个概况预测了不同水平的工作绩效，或者更具体地说，预测了不同水平的任务绩效和情境绩效。从最好到最差列出的四个亚群体的任务绩效和情境绩效依次为WLS主导、DOS主导、CS主导和DS。对于实际管理而言，组织应根据员工亚群体定制分类的全面薪酬体系，以提高工作绩效。
