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Title: 多元薪酬偏好及其影響:以非營利與營利組織為例
Variable Pay Preferences Between Sectors: Nonprofit and For-profit Applicant Attraction to Differing Compensation Systems
Authors: 巴奈特
Contributors: 李栢浡
Keywords: 非營利
Date: 2014
Issue Date: 2015-07-01 15:05:59 (UTC+8)
Abstract: 多元薪酬偏好及其影響:以非營利與營利組織為例
One of the more contentious developments in the nonprofit sector has been the growing relevance of incentive plans that link pay with performance outcomes. Invoking the same repurposed applications of Spence’s signaling theory (1974) used in prior person-organization (P-O) fit literature, this study assumes that advertising pay-for-performance (PFP) has a signaling effect in which organizational values are communicated to job seekers. Prospective applicants are thought to make initial application decisions based on the perceived (in)congruence between their personal values and those of the organization. Empirical support for this process has been demonstrated repeatedly in for-profit sector contexts, but the conceptual intersection between applicant attraction in the nonprofit sector and advertised PFP measures has been virtually left untouched. This leaves an open empirical question as to whether PFP incentive offers significantly affect applicant attraction in the third sector. This experiment compares nonprofit and for-profit sector applicant attraction to randomized job descriptions with various bonus incentive offers. It is expected that nonprofit applicants, hypothesized as more intrinsically motivated and allocentric (collectivistic) than private sector workers, are comparatively less attracted to employment that entails individual PFP incentives relative to for-profit applicants. It is further hypothesized that nonprofit applicants are less likely to expect performance bonuses if incentives of that sort are not explicitly mentioned in a job posting.
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