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心理学报
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外部环境资源短缺对员工薪酬奖励偏好的影响及机制研究
韩雪1,柳武妹2
1. 兰州大学
2. 兰州大学管理学院
The Influence and Mechanism of External Environment Resource Scarcity on Employees’ Choice Preference of Remuneration and Incentive
 
1.
2. Lan Zhou University
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摘要 以往关于时间与金钱奖励选择问题的探讨主要从员工工龄视角着手。但这一视角不能直接解释外部环境资源短缺时,员工对时间与金钱奖励选择偏好的差异问题。本文依据生命史理论,探讨外部环境资源(如,就业资源和广义的自然资源)短缺与否对员工选择时间和金钱奖励偏好的影响及内在机制。本文以即将步入职场的大学生和企业员工为样本,发现不管是外在就业资源短缺还是外在自然资源短缺都会促使员工更加偏好金钱而非时间奖励,内在机制是外部环境资源短缺时人们的心理表征更具体,并且这一现象在高物质主义者身上更为明显(实验1,2,3 )。本文结尾讨论了对资源短缺、时间和金钱等研究领域的理论突破与推进。
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韩雪 柳武妹
关键词 时间 vs. 金钱奖励偏好资源稀缺心理表征物质主义价值观    
Abstract:It is an indisputable fact that the resources and resources for human survival such as air and water are becoming scarcer and scarcer. Whether these shortages of external environment resources will affect employees' preference on both time and money remuneration, the current research on organizational behavior and human resources both at home and abroad is still very few, although this exploration has important theoretical value and Practical significance.When people are exposed to a resource (i.e. external resources and internal resources) scarcity situation, do their choice preferences between time and money change? Based on Life History Theory, the thesis explores the employees’ choice preference between time and money when different types of resources are scarce. This paper tests the hypotheses by conducting three experiments. Experiment 1 in which external job resources are primed to be scarce, uses a external resource scarcity (resource scarcity vs. not resource scarcity vs. control) one factor between-subjects design, with the choice between time and money as dependent variables. This experiment aims to test whether resource scarcity affects employee’s choice between monetary reward and time reward. Experiment 2 in which external natural resources are primed to be scarce, uses a external resource scarcity (resource scarcity vs. not resource scarcity vs. control) one factor between-subjects design, with the choice between time and money as dependent variables. Experiment 1 and Experiment 2 are laboratory experiments with college students as sample,which aims to test the intermediary effect of mental representation and the mediation effect of materialistic values. Experiment 3 uses a field experiment, which takes a sample of employees as a sample to test their real pay preference. Across Experiments 1,2,3, we found that compared to the no-scarcity condition and the baseline condition, a larger percentages of participants in the external resources scarcity condition chose monetary rewards rather than time rewards. This phenomenon occurred because when exposed to a resource scarcity situation, participants’ mental representation became more concrete, thus they choose concrete monetary reward. And we found that individual differences in materialistic value matters, such that employees scoring low in materialism value scale do not prefer monetary reward although they were exposed to resource-scarcity cues. Through testing whether, how and when the different types of resource scarcity will influence employees’ monetary versus time reward preference, this paper makes significant theoretical advances to existing research on time and money preference and on resource scarcity. Companies can use the conclusion we get in this paper to guide their human resource practices.
Key wordsPreference for time and money    Resource scarcity    Psychological Representation    Materialistic values
收稿日期: 2017-03-08      出版日期: 2018-05-29
ZTFLH:     
基金资助:企业员工薪酬价值观研究;威胁应对视角下的消费者触摸渴望及其补偿机制研究;时间还是金钱?资源稀缺时的选择偏好
通讯作者: 韩雪   
引用本文:   
韩雪 柳武妹. 外部环境资源短缺对员工薪酬奖励偏好的影响及机制研究[J]. 心理学报, .
链接本文:  
http://journal.psych.ac.cn/xlxb/CN/Y0/V/I/0
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