管理行動としての報酬分配

概要

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Characteristics of managers' reward allocation processes as managerial behavior were examined through two experiments. The subjects' task was to decide annual salary increase for subordinates with varied performance appraisals. Findings were as follows. First, subjects whose goal was to increase subordinates' performance and subjects whose goal was to promote subordinates' teamwork were inclined to choose a relative equity norm and a relative equality norm, respectively. If, as this finding suggests, managers' reward allocation process is understood as a means of acomplishing their goals, results of past studies might be interpreted integrately. Second, the tendency for subjects to relate the allocation norm to their own goals was pronounced when they made the allocation decision in group rather than individually. Finally, the more confident subjects felt in the allocation decision, the more they felt it easy to exercise their managerial influence over subordinates. Based on the present results and observation of actual organizations, a managerial process model, in which a manager's reward allocation behavior plays an important intermediate role, was proposed and discussed.
公益社団法人日本心理学会の論文