团队薪酬的文献计量研究

摘要/Abstract

摘要： 本文以 WoS核心库2012—2021年篇名中含“Team-Based Rewards”等词组的23篇SSCI期刊论文,以及CNKI中2001—2021年篇名中含“团队薪酬”的56篇核心级别以上期刊论文作为数据来源,借助CiteSpace5.7.R2软件绘制知识图谱,对近10年学术界对团队薪酬的研究热点进行文献综述和可视化分析。研究表明：团队薪酬的作用路径和机制,团队薪酬四个关键特征变量的综合研究,团队薪酬的研究数据获取以及实证的研究方法等四方面问题仍存在很大研究空间。

关键词: 团队薪酬, 企业绩效, 组织行为, 公司治理, 知识图谱

Abstract: This paper takes twenty-three SSCI journal papers with phrases such as “Team-Based Rewards” in the titles of WoS core library from 2012 to 2021 and fifty-six journal papers above the core level with phrases “Team Compensation” in the titles in CNKI from 2001 to 2021 as the data source, with the help of CiteSpace5.7.R2 software, draws a knowledge graph, and carries out literature review and visual analysis on the research hotspots of academic circles on team compensation in recent 10 years. The results show that there is still a lot of research space in four aspects, including the action path and mechanism of team compensation, the comprehensive research of four key characteristic variables of team compensation, the research data acquisition of team compensation, and empirical research methods.

Key words: Team compensation, Enterprise performance, Organizational behavior, Corporate governance, Knowledge graph

中图分类号:

F270

李铁宁, 李玉琳, 刘坤东. 团队薪酬的文献计量研究[J]. 中国人事科学, 2022, 49(3): 85-92.

Li Tiening, Li Yulin, Liu Kundong. Bibliometric Research on Team Compensation[J]. Chinese Personnel Science, 2022, 49(3): 85-92.

参考文献

[1] KIRKMAN B L,SHAPIRO D L.Understanding why team members won’t share: An examination of factors related to employee receptivity to team based rewards[J]. Small Group Research, 2000, 31(2):175-209.
[2] RACK O, ELLWART T, HERTEL G, et al.Team based rewards in computer-mediated groups[J]. Journal of Managerial Psychology, 2011,26(5): 419-438.
[3] KIM H, SUTTON K L, GONG Y.Group-based pay-for-performance plans and firm performance: The moderating role of empowerment practices[J]. Asia Pacific Journal of Management, 2013, 30(1): 31-52.
[4] GEORGE B, MICHAEL J, KEVIN M.Compensation and incentives: practice vs. theory[J]. The Journal of Finance, 1988, 43(3):593-616.
[5] LADLEY D, WILKINSON I, YOUNG L.The impact of individual versus group rewards on work group performance and cooperation: a computational social science approach[J]. Journal of Business Research, 2015, 68(11):2412-2425.
[6] GU Q, HU D, HEMPEL P. Team reward interdependence and team performance: roles of shared leadership and psychological ownership[J]. Personnel Review, 2021, ahead-of-print.
[7] FENG X, PENG H.Excitation effect research on monetary compensation gap between senior executives and employees-based on the empirical study of listed companies[J]. IERI Procedia, 2012, 2:702-709.
[8] PAN X, WAN X, WANG H, et al.The correlation analysis between salary gap and enterprise innovation efficiency based on the entrepreneur psychology[J]. Frontiers in Psychology, 2020, 11:1-10.
[9] GIBBONS R.Incentives in organization[J]. Journal of Economic Perspectives, 1998, 12(4):115-132.
[10] SUN B, RUAN A, PENG B, et al.Pay disparities within top management teams, marketization and firms’ innovation: evidence from China[J]. Journal of the Asia Pacific economy, 2021:1-21.
[11] TAO Y, CHUANG H, LIN E S.Compensation and performance in Major League Baseball: evidence from salary dispersion and team performance[J]. International Review of Economics & Finance, 2016, 43:151-159.
[12] SANCHEZ-MARIN G, BAIXAULI-SOLER J.TMT pay dispersion and firm performance: the moderating role of organizational governance effectiveness[J]. Journal of Management & Organization, 2015, 21(4):436-459.
[13] WANG T, ZHAO B, THORNHILL S.Pay dispersion and organizational innovation: the mediation effects of employee participation and voluntary turnover[J]. Human Relations, 2015, 68(7):1155-1181.
[14] ZHANG Z, ZHANG L, LI A.Investigating the effects of reward interdependence and nonfinancial incentives on NPD collaboration in diverse project teams[J]. Project Management Journal, 2019, 50(6):641-656.
[15] DE CLERCQ D, DIMOV D, THONGPAPANL N.Structural and relational interdependence and entrepreneurial orientation in small and medium-sized enterprises:the mediating role of internal knowledge-sharing[J]. International Small Business Journal: Researching Entrepreneurship, 2015, 33(5):514-536.
[16] DE CLERCQ D, THONGPAPANL N T, DIMOV D.Structural and relational influences on the role of reward interdependence in product innovation[J]. R & D Management, 2015, 45(5):527-548.
[17] BAIXAULI-SOLER J S, SANCHEZ-MARIN G. Organizational governance and TMT pay level adjustment[J]. Journal of Business Research, 2011, 64(18):862-870.
[18] SANCHEZ-MARIN G, BAIXAULI-SOLER J S, LUCAS-PEREZ M E. Ownership structure and board effectiveness as determinants of TMT compensation in spanish listed firms[J]. Journal of Business Economics and Management, 2011(1), 12:92-109.
[19] SANCHEZ-MARIN G, BAIXAULI-SOLER S.CEO reputation and top management team compensation[J]. Management Decision, 2014, 52(3):540-558.
[20] WANG L, JIANG W.How CEO underpayment influences strategic change:the equity perspective[J]. Management Decision, 2017, 55(10):2277-2292.
[21] 刘颖, 张正堂. 团队薪酬对团队质量绩效和效率绩效的影响:合作性努力和竞争性努力的中介效应[J]. 华南师范大学学报(社会科学版), 2019(4):120-129.
[22] 陈胜军, 王宇迪, 郑清萍. 团队薪酬差距与工作绩效的关系研究:以企业文化为调节变量[J]. 经济与管理研究, 2017, 38(10):54-60.
[23] 石琦, 肖淑芳, 陈茜. 创新导向团队薪酬及其契约设计的实验研究[J]. 统计研究, 2020, 37(12):46-57.
[24] 张如凯, 程德俊, 任桐. 团队薪酬差距和激励强度:测量、影响因素及作用机制[J]. 中国人力资源开发, 2017 (12):6-18.
[25] 张正堂, 刘颖, 王亚蓓. 团队薪酬、任务互依性对团队绩效的影响研究[J]. 南开管理评论, 2014, 17(3): 112-121.
[26] 滕小芳, 葛玉辉. 我国高管团队薪酬差距与企业绩效关系的Meta分析[J]. 中国人力资源开发, 2014 (17):65-70.
[27] 刘子君, 刘智强, 廖建桥. 上市公司高管团队薪酬差距影响因素与影响效应:基于本土特色的实证研究[J]. 管理评论, 2011, 23(9):119-127.
[28] 吴建祖, 陈丽玲. 高管团队并购经验与企业海外并购绩效:高管团队薪酬差距的调节作用[J]. 管理工程学报, 2017, 31(4):8-14.
[29] 李绍龙, 龙立荣, 贺伟. 高管团队薪酬差异与企业绩效关系研究:行业特征的跨层调节作用[J]. 南开管理评论, 2012, 15(4): 55-65.
[30] 赵海霞, 郑晓明, 龙立荣. 团队薪酬分配对团队公民行为的影响机制研究[J]. 科学学与科学技术管理, 2013(12):157-166.
[31] 刘颖, 张正堂, 王亚蓓. 团队薪酬分配过程、任务互依性对成员合作影响的实验研究[J]. 经济科学, 2012(5):92-103.