摘要： We address two broad questions: how much pay for individual performance (PFIP) is there and what are the positive and negative effects of PFIP? We consider specific claims, including that PFIP does not motivate (or even de-motivates), that it is ineffective in teams, and that it is ineffective in some national cultures. We demonstrate how incorporating sorting effects of PFIP into conceptual treatments of PFIP can change how one views the likely effectiveness of PFIP across contexts. 出版者： Greenwich: Elsevier Inc 出版日期： 2014-03-01 出處： Human resource management review, 2014-03, Vol.24 (1), p.41-52 資源來源： Elsevier ScienceDirect Journals Complete 版權： 2013 Elsevier Inc. 版權： Copyright Elsevier Science Ltd. Mar 2014 識別號： ISSN: 1053-4822 識別號： EISSN: 1873-7889 識別號： DOI: 10.1016/j.hrmr.2013.08.010
