職務成果への報酬認知とプレッシャーが組織市民行動への選好に与える影響 : 囚人のジレンマ状況を模した場面想定法による検討

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  • The effects of reward expectation for performance and performance pressure on employees’ preference for organizational citizenship behavior: Investigation using hypothetical Prisoner’s Dilemma
  • ショクム セイカ エ ノ ホウシュウ ニンチ ト プレッシャー ガ ソシキ シミン コウドウ エ ノ セン コウ ニ アタエル エイキョウ : シュウジン ノ ジレンマ ジョウキョウ オ モシタ バメン ソウテイホウ ニ ヨル ケントウ

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Today, most Japanese corporations implement a merit pay or pay-for-performance system in order to enhance job performance. This study investigated the effect of pay-for-performance system on employees’ preference for organizational citizenship behavior using the hypothetical Prisoner’s Dilemma. Based on regulatory focus theory (Higgins, 1997), we focused on reward expectation for performance (e.g., promotion) and performance pressure (e.g., fears of failure), both of which presumably affect employees’ approach motivation in a different way. We hypothesized that employees’ reward expectation for performance increases their preference for organizational citizenship behavior while performance pressure decreases it. Three hundred and nineteen Japanese employees completed a take-home questionnaire; however, we only examined 175 of those (126 men and 49 women) who were working under management by objectives. Logistic regression analysis confirmed our hypotheses, suggesting that under pressure employees prioritize their individualized objectives rather than cooperate with others for a common goal. Expectation for reward increased employees’ preference for cooperative behavior when a situation calls for dealing with a coworker’s favor. Furthermore, these results were seen only for employees under pay-for-performance system such that those under the traditional system showed the reverse trend. Future studies should examine situational factors as well as each employee’s approach motivation.

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