績效薪資改革的盲點：制度邏輯的新視角

The Blind Spot of Performance-Related Pay Reform: An Institutional Logic Perspective

10.6160/SYSMR.201903_27(1).0004

翁晶晶(Jingjing Weng)；謝英哲(Ying-Che Hsieh)

制度理論 ； 制度邏輯 ； 績效薪資 ； 教師薪資 ； Institutional Theory ； Institutional Logic ； Performance-related Pay ； Teachers' Pay

中山管理評論

27卷1期（2019 / 03 / 01）

139 - 178

繁體中文

績效薪資是廣泛應用的員工激勵機制，透過將薪酬與績效掛鉤，激勵員工、提高績效，進而提升組織競爭力。過去關於教師績效薪資的研究多著重分析績效薪資對教師工作動機的影響，卻忽略實施績效薪資的過程中，制度環境對於薪資設計與改革推行的影響。本研究透過制度邏輯視角，採用個案研究法來分析公立學校績效薪資改革之過程，了解改革前後不同邏輯所造成的影響。理論上，本文提出績效薪資制度的設計和推行，會受到組織內外制度環境中不同邏輯的制約，進而影響績效薪資制度的樣貌和實施效果。實務上，本研究建議，推行薪資改革前需釐清不同邏輯的訴求和潛在的衝突，並保留一定的彈性，才到達到績效薪資的預期效益。

Performance-related pay (PRP) is a system that links pay to performance, aiming to motivate employees to improve their performance and therefore increase organizational competitiveness. Previous research on PRP for schoolteachers has usually focused on its impact on their motivation, while tending to neglect the influence of the institutional environment on the design of pay systems and implementation of reform. Taking a case study approach, this study analyzes the PRP system reform in two public junior high schools, exploring how different institutional logics embedded within the institutional environment of the schools impacted the PRP system design and reform implementation. This research illustrates the key phenomenon and underlying rationale behind the PRP reform in public schools in China, proposing that the conflicts between different institutional logics formed a blind spot in the reform which restricted the functional design of the PRP system and led to imperfections in the reform. In practice, our findings suggest that, before implementing pay system reform, it is critical to identify the demands of each institutional logic and analyze potential conflicts between them. When introducing a PRP system, it is important to leave a certain amount of flexibility in the choice of pay range in order to achieve the desired motivational impact.

1. 吳清在, T. Z.,施念恕, N. S.,朱靜玉, C. Y.(2014)。台灣地區大學教授薪資待遇之合理性初探：大，中，小學教師之比較研究。臺大管理論叢，24(2)，1-52。
   連結：
2. 吳清在, T. Z.,施念恕, N. S.,朱靜玉, C. Y.(2014)。台灣地區大學教授薪資待遇之合理性初探：大，中，小學教師之比較研究。臺大管理論叢，24(2)，1-52。
   連結：
3. 涂敏芬, M. F.(2012)。對抗制度的創新：策略行動者的能動性實踐。臺大管理論叢，22(2)，87-118。
   連結：
4. 涂敏芬, M. F.,洪世章, S. C.(2016)。建構服務創新的制度工作。臺大管理論叢，27(1)，129-154。
   連結：
5. 許文宗, W. T,王俊如, C. J.(2013)。組織間模仿與關係專屬性投資–績效期望之干擾效果。中山管理評論，21(3)，661-688。
   連結：
6. 蔡依倫, I. L.,高明瑞, M. R.(2013)。制度變遷與組織型態創設：身心障礙者社會企業的浮現歷程研究。中山管理評論，2(2)，339-368。
   連結：
7. 蕭瑞麟, R. L.,歐素華, S. H.,陳蕙芬, H. F.(2014)。劣勢創新：梵谷策展中的隨創行為。中山管理評論，22(2)，323-367。
   連結：
8. Alford, R. R.,Friedland, R.(1985).Powers of Theory: Capitalism, the State, and Democracy.Cambridge, UK:Cambridge University Press.
9. Atkinson, A.,Burgess, S.,Croxson, B.,Gregg, P.,Propper, C.,Slater, H.,Wilson, D.(2009).Evaluating the Impact of Performance-related Pay for Teachers in England.Labour Economics,16(3),251-261.
10. Baruch, Y.,Wheeler, K.,Zhao, X.(2004).Performance-Related Pay in Chinese Professional Sports.The International Journal of Human Resource Management,15(1),245-259.
11. Belfield, R.,Marsden, D.(2003).Performance Pay, Monitoring Environments, and Establishment Performance.International Journal of Manpower,24(4),452-471.
12. Bernard, H. R.(1995).Research Methods in Anthropology: Qualitative and Quantitative Approaches.Walnut Creek, CA:AltaMira Press.
13. Crowston, K.,Myers, M. D.(2004).Information Technology and the Transformation of Industries: Three Research Perspectives.The Journal of Strategic Information Systems,13(1),5-28.
14. Dahlstrom, C.,Lapuente, V.(2009).Explaining Cross-Country Differences in Performance-Related Pay in the Public Sector.Journal of Public Administration Research and Theory,20(3),577-600.
15. Dolton, P.,McIntosh, S.,Chevalier, A.(2003).Teacher Pay and Performance.London:Institute of Education.
16. Durant, R. F.,Kramer, R.,Perry, J. L.,Mesch, D.,Paarlberg, L.(2006).Motivating Employees in A New Governance Era: The Performance Paradigm Revisited.Public Administration Review,66(4),505-514.
17. Eberts, R.,Hollenbeck, K.,Stone, J.(2002).Teacher Performance Incentives and Student Outcomes.Journal of Human Resources,37(4),913-927.
18. Farjoun, M.(2002).The Dialectics of Institutional Development in Emergent and Turbulent Fields: The History of Pricing Conventions in the On-line Database Industry.Academy of Management Journal,45(5),848-874.
19. Fernie, S.,Metcalf, D.(1999).It's Not What You Pay it's the Way that You Pay it and that's What Gets Results: Jockey's Pay and Performance.Labour,13(2),385-411.
20. Fernie, S.,Metcalf, D.(1998).(Not) Hanging on the Telephone: Payment Systems in the New Sweatshops.London:Center for Economic Performance, London School of Economics and Political Science.
21. Garrow, E. E.,Oscar, G.(2013).Institutional Logic and Street-Level Discretion: The Case of HIV Test Counseling.Journal of Public Administration Research and Theory,23(1),103-131.
22. Golsorkhi, D.(ed.),Rouleau, L.(ed.),Seidl, D.(ed.),Vaara, E.(ed.)(2015).Cambridge Handbook of Strategy as Practice.Cambridge:Cambridge University Press.
23. Greenberg, J.(ed.),Cropanzano, R.(ed.)(2001).Advances in Organizational Justice.Stanford, CA:Stanford University Press.
24. Greenwood, R.(ed.),Oliver, C.(ed.),Sahlin-Andersson, K.(ed.),Suddaby, R. (ed.)(2008).The Sage Handbook of Organizational Institutionalism.Thousand Oaks, CA:Sage.
25. Greenwood, R.,Oliver, C.,Sahlin-Andersson, K.,Suddaby, R.(2008).The Sage Handbook of Organizational Institutionalism.London:Sage.
26. Greenwood, R.,Oliver, C.,Suddaby, R.,Sahlin-Andersson, K.(2008).The Sage Handbook of Organizational Institutionalism.London:Sage.
27. Greenwood, R.,Raynard, M.,Kodeih, F.,Micelotta, E.,Lounsbury, M.(2011).Institutional Complexity and Organizational Responses.Academy of Management Annals,5(1),317-371.
28. Greenwood, R.,Suddaby, R.(2006).Institutional Entrepreneurship in Mature Fields: The Big Five Accounting Firms.Academy of Management Journal,49(1),27-48.
29. Kelman, S.,Friedman, J. N.(2009).Performance Improvement and Performance Dysfunction: An Empirical Examination of Distortionary Impacts of the Emergency Room Wait-Time Target in the English National Health Service.Journal of Public Administration Research and Theory,19(4),917-946.
30. Kleiner, M.(2006).Licensing Occupations: Ensuring Quality or Restricting Competition.Kalamazoo:W. E. Upjohn Institute for Employment Research.
31. Lavy, V.(2009).Performance Pay and Teachers’ Effort, Productivity, and Grading Ethics.American Economic Review,99(5),1979-2011.
32. Lavy, V.(2007).Using Performance-based Pay to Improve the Quality of Teachers.Future of Children,17(1),87-109.
33. Lazear, E. P.(1986).Salaries and Piece Rates.Journal of Business,59(3),405-431.
34. Lazear, E. P.(2000).Performance Pay and Productivity.American Economic Review,90(5),1346-1361.
35. Lazear, E. P.(2003).Teacher Incentives.Swedish Economic Policy Review,10(2),179-214.
36. Levy, P. E.,Williams, J. R.(2004).The Social Context of Performance Appraisal: A Review and Framework for the Future.Journal of Management,30(6),881-905.
37. Locke, E. A.,Latham, G. P.(2002).Building A Practically Useful Theory of Goal Setting and Task Motivation: A 35-year Odyssey.American Psychologist,57(9),705-717.
38. Lounsbury, M.(2007).A Tale of Two Cities: Competing Logics and Practice Variation in the Professionalizing of Mutual Funds.Academy of Management Journal,50(2),289-307.
39. Lounsbury, M.,Boxenbaum, E.(2013).Institutional Logics in Action.Institutional Logics in Action, Part A
40. Markus, M. L.,Soh, C.(2002).Structural Influences on Global E-commerce Activity.Journal of Global Information Management,10(1),5-12.
41. Marsden, D.(2007).Individual Employee Voice: Renegotiation and Performance Management in Public Services.The International Journal of Human Resource Management,18(7),1263-1278.
42. Marsden, D.(2015).CEP Discussion PaperCEP Discussion Paper,First Results of a Survey.
43. Marsden, D.(2004).The Role of Performance-Related Pay in Renegotiating the “Effort Bargain”: The Case of the British Public Service.Industrial and Labor Relations Review,57(3),350-370.
44. Marsden, D.,Belfield, R.(2006).Pay for Performance where Output is Hard to Measure: The Case of Performance Pay for School Teachers.Advances in Industrial and Labor Relations,15,1-34.
45. Meyer, J. W.,Rowan, B.(1977).Institutional Organizations: Structure as Myth and Ceremony.American Journal of Sociology,83(2),340-363.
46. Meyer, R. E.,Hammerschmid, G.(2006).Changing Institutional Logics and Executive Identities: A Managerial Challenge to Public Administration in Austria.American Behavioral Scientist,49(7),1000-1014.
47. Muralidharan, K.,Sundararaman, V.(2011).Teacher Performance Pay: Experimental Evidence from India.Journal of Political Economy,119(1),39-77.
48. Murnane, R. J.,Cohen, D. K.(1986).Merit Pay and the Evaluation Problem: Why Most Merit Pay Plans Fail and A Few Survive.Harvard Educational Review,56(1),1-17.
49. Murphy, R., 2013, “Testing Teachers: What Works Better for Teacher Evaluation and Appraisal?” Sutton Trust, London, https://www.suttontrust.com/wp-content/uploads/2013/03/MURPHYTEACHEREVALUATION-FINAL-1.pdf, accessed on February 20, 2019.
50. Oliver, C.(1991).Strategic Responses to Institutional Processes.Academy of Management Review,16(1),145-179.
51. Orlikowski, W. J.,Barley, S. R.(2001).Technology and Institutions: What can Research on Information Technology and Research on Organizations Learn from Each Other?.MIS quarterly,25(2),145-165.
52. Pache, A. C.,Santos, F.(2013).Inside the Hybrid Organizations: Selective Coupling as A Response to Competing Institutional Logics.Academy of Management Journal,56(4),972-1001.
53. Pache, A. C.,Santos, F.(2010).When Worlds Collide: The Internal Dynamics of Organizational Responses to Conflicting Institutional Demands.Academy of Management Review,35(3),455-476.
54. Podgursky, M. J.,Springer, M. G.(2007).Teacher Performance Pay: A Review.Journal of Policy Analysis and Management,26(4),909-949.
55. Powell, W. W.(ed.),DiMaggio, P. J.(ed.)(1991).The New Institutionalism in Organizational Analysis.Chicago:University of Chicago Press.
56. Prentice, G., Burgess, S., and Propper, C., 2007, “Performance Pay in the Public Sector: A Review of the Issues and Evidence”, Office of Manpower Economics, https://pdfs.semanticscholar.org/0cf2/2b1e6045eb3e683d67ba0a002f7a47b363eb.pdf, accessed on February 20, 2019.
57. Rao, H.,Monin, P.,Durand, R.(2003).Institutional Change in Toque Ville: Nouvelle Cuisine as an Identity Movement in French Gastronomy.American Journal of Sociology,108(4),795-843.
58. Richardson, R.(1999).Performance Related Pay in Schools: An Assessment of the Green Papers (A Report Prepared for the National Union of Teachers by the London School of Economics and Political Science).London:London School of Economics and Political Science.
59. Taylor, S. J.,Bogdan, R.(1998).Introduction to Qualitative Research Methods: A Guidebook and Resource.New York:John Wiley.
60. Thornton, P. H.(2004).Markets from Culture: Institutional Logics and Organizational Decisions in Higher Education Publishing.Stanford:Stanford University Press.
61. Thornton, P. H.(2002).The Rise of the Corporation in A Craft Industry Conflict and Conformity in Institutional Logics.Academy of Management Journal,45(1),81-101.
62. Thornton, P. H.,Ocasio, W.(1999).Institutional Logics and the Historical Contingency of Power in Organizations: Executive Succession in the Higher Education Publishing Industry, 1958-1990.American Journal of Sociology,105(3),801-843.
63. Thornton, P. H.,Ocasio, W.,Lounsbury, M.(2012).The Institutional Logics Perspective: A New Approach to Culture, Structure, and Process.Oxford University Press.
64. Varlaam, A.,Nuttall, D.,Walker, A.(1992).What Makes Teachers Tick?: A Survey of Teacher Morale and Motivation.London:Centre for Educational Research, London School of Economics and Political Science.
65. Weibel, A.,Rost, K.,Osterloh, M.(2009).Pay for Performance in the Public Sector-Benefits and (hidden) Costs.Journal of Public Administration Research and Theory,20(2),387-412.
66. Yin, R. K.(2009).Case Study Research: Design and Methods.California:Sage publications.
67. Zenger, T. R.(1992).Why Do Employers Only Reward Extreme Performance? Examining the Relationships among Performance, Pay and Turnover.Administrative Science Quarterly,37(2),198-219.

1. 陳蕙芬(2019)。以物易悟：以柔韌設計化解機構阻力。組織與管理，12(2)，167-227。
2. 陳蕙芬,張瑜倩(2021)。多元制度邏輯的共生之道－以甘樂文創為例。管理學報，38(4)，613-640。
3. 潘麗馡,陳芬如,梁恩綺,任振輝,王淑娟(2021)。探討醫療產業內部利害關係人對於企業社會責任之關注程度及關鍵決策因子－以高雄市某醫學中心為例。輔仁管理評論，28(3)，63-87。
4. 翁晶晶,易莉翔(2022)。制度邏輯之演化：從企業社會責任的發展探討商業永續。中山管理評論，30(5)，809-856。
5. (2023).Analyses of the operating performance of information service companies based onindicators of financial statements.Asia Pacific Management Review,28(4),410-419.
6. (2024)。傳統工藝產業之思維轉換與資源拼湊──以廣興紙寮為例。產業與管理論壇，26(1)，56-87。