How Do Japanese Employees React to Performance-Related Pay?: The Working of Hybrid Organizations

摘要: This chapter discusses the work of performance-related pay (PRP) within hybrid organization. Although a organization intends to raise employees’ motivation for by two measures, stimulating incentives PRP and providing stable employment long-term (LTE), measures may conflict with each other. Thus, scheme be modified weakened compatible LTE. From these perspectives, is analyzed specifying three types motivation: achieving individual outcome, contributing performance, challenging new task. It found that works effectively along expected lines achieve whereas it restrictively second third motivations. We further discovered effect satisfaction compensates lack LTE concerning outcome. if employees are required only their own not needed as long achieved. In this way, can predicted shifts other structure strengthened without On contrary, contribute organization’s performance challenge task, confirmed effective.