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پارادوکس پاداش: بازنگری در رابطه رضایت و عملکرد ایده پردازی کارکنان | ||
مدیریت منابع انسانی پایدار | ||
مقاله 4، دوره 6، شماره 10، فروردین 1403، صفحه 87-71 اصل مقاله (1.33 M) | ||
نوع مقاله: مقاله پژوهشی | ||
شناسه دیجیتال (DOI): 10.22080/shrm.2024.4599 | ||
نویسندگان | ||
محمد اعتمادی1؛ احسان چیت ساز* 2؛ فراز قدرتی زاده3 | ||
1گروه کارآفرینی فناورانه، دانشکده کارآفرینی، دانشگاه تهران، تهران، ایران | ||
2عضو هیات علمی دانشگاه تهران | ||
3گروه کارآفرینی سازمانی، دانشکده کارآفرینی، دانشگاه تهران، تهران، ایران | ||
تاریخ دریافت: 18 دی 1402، تاریخ پذیرش: 18 دی 1402 | ||
چکیده | ||
هدف این مطالعه، بررسی رضایت کارکنان تحتتأثیر پاداشهای پولی پیاپی است. این پژوهش کاربردی بهروش تجربی شبهآزمایشی با مشارکت 109 متخصص فناوری اطلاعاتوارتباطات چین است. شرکتکنندگان، در یک آزمون ایدهپردازی رایانهای با پاداشهای تصادفی شرکت کردند. دادهها طی فرایند ایدهپردازی پسآزمون براساس مدل کسبوکار گاسمن جمعآوری و با روش مدل ترکیبی توسط SPSS تجزیهوتحلیل شد. یافتههای پژوهش با بهچالشکشیدن ادبیات غالب در حوزه انگیزه و رضایت نشان داد که پاداشهای پولی فقط در اولین تخصیص باعث رضایت میشود؛ اما حتی درصورتیکه تداوم داشته باشند، باعث افزایش رضایت نمیشوند؛ بهطوریکه اگرچه با اولین پرداخت پاداش، رضایت در تمام گروهها در بیشترین مقدار خود قرار دارد؛ اما در تمام دورههای بعدی، با شدت قابلملاحظهای کاهش مییابد بهنحویکه در تمام گروهها، رضایت درطی و انتهای دوره، پایینتر از رضایت در ابتدای دوره است. همچنین اگرچه بالاترین میزان رضایت در گروه دریافتکننده بالاترین پاداش مشاهده شد؛ اما منجر به بهبود عملکرد ایدهپردازی و افزایش کیفیت ایدههای مطرحشده نشد. نتایج ما با بسیاری از مطالعات قبلی که یک رابطه مثبت مقطعی بین پاداش، انگیزه، رضایت و عملکرد را گزارش میکردند، در تضاد است و اثربخشی پاداشهای پولی در افزایش انگیزه و رضایت بلندمدت کارکنان و همچنین عملکرد آنها را زیر سؤال میبرد؛ لذا مدیران منابع انسانی سازمانها باید استفاده از پاداشها برای نیروهای متخصص را بهدقت تحتنظر بگیرند چراکه با ارائه پاداش مستمر، علیرغم صرف منابع منجر به کاهش رضایت و عملکرد متخصصان در بلندمدت میشود. | ||
کلیدواژهها | ||
انگیزه؛ ایدهپردازی کسبوکار جدید؛ پاداش پولی؛ رضایت از پاداش؛ نظریه خودتعیینگری | ||
عنوان مقاله [English] | ||
The Paradox of Rewards: Reconsidering Employee Satisfaction and Ideation Performance; | ||
نویسندگان [English] | ||
Mohammad Etemadi1؛ Ehsan Chitsaz2؛ Faraz Ghodratizahed3 | ||
1Department of Technology Entrepreneurship, Faculty of Entrepreneurship, University of Tehran, Tehran, Iran | ||
2Faculty of Entrepreneurship, Farshi Moghadam Street | ||
3Department of Corporate Entrepreneurship, Faculty of Entrepreneurship, University of Tehran, Tehran, Iran | ||
چکیده [English] | ||
This study examines the effect of successive monetary-rewards on employee satisfaction using an experimental method with the participation of 109 ICT professionals in China. Participants took a computerized-ideation-test with random rewards. Data were collected using the post-test ideation process and Gussman’s business model by SPSS and analyzed by the mixed-model-method. The research findings challenge the dominant literature in the area of motivation and satisfaction, and show that monetary-rewards increase satisfaction only in the first allocation, but even if they are continued, do not increase satisfaction, so that although paying a bonus in the first round, satisfaction is at its highest value in all groups, but in all subsequent periods, decreases significantly, so that in all groups, satisfaction during and at the end of the period is lower than the beginning of the period. Also, although the highest level of satisfaction was observed in the group receiving the highest reward, did not lead to an improvement in ideation-performance and an increase in the idea-quality. Our results contrast with many previous studies that report a positive relationship between rewards, motivation, satisfaction, and performance and questions the effectiveness of monetary-rewards in increasing employees’ long-term motivation, and satisfaction, and performance. Therefore, human resource managers of organizations should carefully monitor the use of rewards for specialists, because by providing continuous bonuses, despite spending resources, it leads to a decrease in the satisfaction and performance of experts in the long term. | ||
کلیدواژهها [English] | ||
idea creation, monetary reward, motivation, reward satisfaction, self-determination theory | ||
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