1、1外文文献翻译译文一、外文原文原文THEMODERATINGROLEOFINDIVIDUALDIFFERENCEVARIABLESINCOMPENSATIONRESEARCHKARENEFLAHERTYSTATEMENTOFHYPOTHESESINTHEFOLLOWINGDISCUSSION,WEPRESENTSTUDYHYPOTHESESOURHYPOTHESESAREBROKENINTOTWODISTINCTSECTIONSFIRST,WEFOCUSONTHEINTERPLAYBETWEENTHEINDIVIDUALLEVELVARIABLESANDCOMPANYPAYMIXTHEINDI
2、VIDUALLEVELVARIABLESAREEXPECTEDTOAFFECTTHERELATIONSHIPBETWEENPAYMIXANDMOTIVATIONINVERYDIFFERENTWAYSFORINSTANCE,WEARGUETHATCAREERSTAGEWILLINTERACTWITHPAYMIXTOAFFECTEXPECTANCIESANDINSTRUMENTALITIESOFTHESALESPEOPLESECOND,WEARGUETHATRISKATTITUDESAREEXPECTEDTOINTERACTWITHPAYMIXTOAFFECTVALENCESFORPAYINCRE
3、ASESCAREERSTAGEANDPAYMIXCRONETAL1988HYPOTHESIZEDTHATCAREERSTAGEINUENCESTHEVALENCES,EXPECTANCIES,ANDINSTRUMENTALITIESOFSALESPEOPLEANDFOUNDSUPPORTFORSOMEOFTHEHYPOTHESESHOWEVER,THEYDIDNOTCONSIDERPOSSIBLEINTERACTIONSBETWEENCAREERSTAGEANDTHEORGANIZATIONSPAYMIXONTHEBASISOFTHISLITERATURE,ASWELLASCOMPENSATI
4、ONRESEARCHANDEXPECTANCYTHEORY,WEDEVELOPSEVERALHYPOTHESESCONCERNINGSALESPEOPLESVALENCESFORPAYINCREASES,EXPECTANCIES,ANDINSTRUMENTALITIESINEACHCAREERSTAGEANDWITHDIFFERENTPAYMIXPOLICIESVALENCEVALENCEREFERSTOTHEEMOTIONALORIENTATIONSPEOPLEHOLDWITHRESPECTTOREWARDSSUCHASMONEY,PROMOTIONS,OREVENSATISFACTIONV
5、ROOM,1964ACCORDINGTOEXPECTANCYTHEORY,REWARDSMAYBEINTRINSICTOTHESALESPERSONEGPERSONALDEVELOPMENTORTHEYMAYBEEXTRINSICREWARDSEGPAYINCREASES,PROMOTION,ANDRECOGNITIONPASTRESEARCHINDICATESTHATVALENCESFORREWARDSINUENCETHE2EFFECTIVENESSOFALTERNATIVECOMPENSATIONPROGRAMSLEE,1998THISWORKHASLOOKEDATVALENCEFORRE
6、WARDASAPOSSIBLEMODERATORINTHISRELATIONSHIPPASTRESEARCHEXAMININGTHEINUENCEOFCAREERSTAGEONREWARDVALENCESHASNOTBEENFULLYSUPPORTEDEGCRONETAL,1988NOTSURPRISINGLY,ANORGANIZATIONSPAYPOLICYORGOVERNANCESTRUCTUREMAYSUPERSEDETHEINUENCEOFANINDIVIDUALSCAREERSTAGEONVALENCEFORREWARDSFORINSTANCE,IFASALESPERSONINTHE
7、EXPLORATIONSTAGEOFHISORHERCAREER,TAKESASALESPOSITIONTHATOFFERSAPAYMIXCONSISTINGSOLELYOFCOMMISSIONANDOTHERINCENTIVES,ITISMOSTLIKELYTHATTHISSALESPERSONWOULDREPORTASTRONGDESIREFORLOWERORDERREWARDSEGPAYINCREASESTHISSALESPERSONISCURRENTLYINASITUATIONWHEREINCENTIVES,ANDTHUSPAYINCREASES,AREEMPHASIZED,SOITI
8、SLOGICALTOEXPECTTHISSALESPERSONTODESIREPAYINCREASESCONVERSELY,IFWORKINGFORACOMPANYTHATOFFERSAXEDSALARY,ASALESPERSONMAYBEMORELIKELYTOREPORTADESIREFORINTRINSICREWARDSINSTEADOFPAYINCREASESINTHISCASE,INCENTIVESARENOTSTRESSEDBYTHECOMPANYTHEREFORE,THEDESIREFORPAYINCREASEMAYBEREDUCEDINSHORT,THEORGANIZATION
9、SPAYMIX,OROTHERFACTORS,MAYHAVEMOREOFADIRECTAFFECTONSALESPEOPLESVALENCESFORPAYINCREASESBASEDONTHISDISCUSSION,ASWELLASPASTRESEARCH,ANINTERACTIONBETWEENCAREERSTAGEANDPAYMIXISNOTEXPECTEDEXPECTANCYEXPECTANCYREFERSTOTHESALESPERSONSPERCEPTIONSOFTHELINKBETWEENEFFORTANDPERFORMANCEPASTRESEARCHHASHYPOTHESIZEDT
10、HATEXPECTANCYESTIMATESAREHIGHERINTHEHIGHERPERFORMINGCAREERSTAGESOFESTABLISHMENTANDMAINTENANCECRONETAL,1988INTERESTINGLY,EMPIRICALNDINGSDIDNOTSUPPORTTHISHYPOTHESISHERE,WEPROPOSEANINTERACTIONBETWEENTHECAREERSTAGEANDTHEORGANIZATIONSPAYMIXWESUGGESTTHATTHECONSTRUCTOF“PERFORMANCE”ISATLEASTINPARTDENEDBYTHE
11、ORGANIZATIONAPAYMIXHIGHINXEDSALARYMAYCOMMUNICATETOTHESALESPERSONTHATTHEBEHAVIORALELEMENTSOFTHEJOBEGSERVICETOCUSTOMERS,PAPERWORK,ETCAREIMPORTANTELEMENTSOFPERFORMANCEASWELLMEANWHILE,APAYMIXFOCUSEDMOSTLYONINCENTIVESMAYCONVEYTHATOUTPUTEQUALSPERFORMANCEPASTRESEARCHSHOWSTHATSALESPEOPLESLEVELSOFOUTPUTPERFO
12、RMANCEARETYPICALLYLOWERDURINGEXPLORATIONANDDISENGAGEMENTANDHIGHERDURINGESTABLISHMENTANDMAINTENANCECRONANDSLOCUM,1986SALESPEOPLEINEXPLORATIONANDDISENGAGEMENT3MOSTLIKELYDONOTFEELCONDENTTHATTHEIREFFORTISLINKEDCLOSELYTOOUTPUTBASEDPERFORMANCEGIVENTHATVARIABLEPAYISLINKEDDIRECTLYTOOUTPUTPERFORMANCE,SALESPE
13、OPLEINEXPLORATIONANDDISENGAGEMENTARELIKELYTOHAVELOWEREXPECTANCYPERCEPTIONSWHENTHECOMPANYSPAYMIXISFOCUSEDAROUNDVARIABLEPAYIFTHECOMPANYSPAYMIXCONSISTEDOFMOSTLYXEDSALARY,EXPECTANCIESMIGHTCHANGEAGAIN,THEASSUMPTIONHEREISTHATTHEPAYMIXISNOTFOCUSEDSOLELYONOUTPUTPERFORMANCE,SODENITIONSOFPERFORMANCE,HELDBYTHE
14、SALESPEOPLE,MAYBEDIFFERENTINTHECASEOFTHEHIGHERPERFORMINGSALESPEOPLEINTHEESTABLISHMENTORMAINTENANCESTAGES,TYINGCOMPENSATIONTOPERFORMANCEISLIKELYTORESULTINPERCEIVEDBENETSBYDENINGPERFORMANCEINTERMSOFOUTPUT,THECOMPANYPROMOTESINCREASEDEXPECTANCYESTIMATESAMONGTHESESALESPEOPLEINSUMMARY,THEFOLLOWINGHYPOTHES
15、ESAREPUTFORTHH1ADURINGEXPLORATION,ANINCREASEINVARIABLEPAYWILLBENEGATIVELYASSOCIATEDWITHEXPECTANCYESTIMATESH1BDURINGESTABLISHMENT,ANINCREASEINVARIABLEPAYWILLBEPOSITIVELYASSOCIATEDWITHEXPECTANCYESTIMATESH1CDURINGMAINTENANCE,ANINCREASEINVARIABLEPAYWILLBEPOSITIVELYASSOCIATEDWITHEXPECTANCYESTIMATESH1DDUR
16、INGDISENGAGEMENT,ANINCREASEINVARIABLEPAYWILLBENEGATIVELYASSOCIATEDWITHEXPECTANCYESTIMATESINSTRUMENTALITYINSTRUMENTALITYREFERSTOTHESALESPERSONSPERCEPTIONSTHATADDITIONALREWARDSWILLBEOBTAINEDWITHINCREASEDPERFORMANCEAGAINPASTCAREERSTAGERESEARCHHASSHOWNTHATCAREERSTAGEISRELATEDTOINSTRUMENTALITYESTIMATESHO
17、WEVER,THISWORKDOESNOTCONSIDERTHEINTERACTIONWITHPAYMIXCRONETAL1988FOUNDTHATSALESPEOPLEINEXPLORATIONHAVELOWERINSTRUMENTALITYESTIMATESTHANSALESPEOPLEINESTABLISHMENTFURTHER,SALESPEOPLEINDISENGAGEMENTHAVELOWERINSTRUMENTALITYESTIMATESTHANSALESPEOPLEINMAINTENANCETHEPREVAILINGLOGICISTHATASAPERSONBECOMESMORE
18、INVOLVEDWITHTHEJOBANDTHEORGANIZATION,THEYARELIKELYTOBECOMEINTERNALIZEDLEADINGTOSTRONGERINSTRUMENTALITYESTIMATESCOMMITMENTANDPERFORMANCEAREHIGHERINESTABLISHMENTANDMAINTENANCEANDLOWERINEXPLORATION4ANDDISENGAGEMENT,THUSTHENDINGSOFCRONANDCOLLEAGUESSUPPORTTHISLOGICEXTENDINGTHISNOTION,WESUGGESTTHATCAREERS
19、TAGEALSOMODERATESTHEINUENCETHATTHEORGANIZATIONSPAYMIXHASONTHERESULTINGINSTRUMENTALITIESGIVENTHATINSTRUMENTALITYESTIMATESVARYBYCAREERSTAGE,THETYINGOFCOMPENSATIONTOOUTPUTPERFORMANCERATHERTHANPURELYXEDSALARYISEXPECTEDTOHOLDCERTAINIMPLICATIONSIFASALESPERSONISNOTAHIGHPERFORMER,AVARIABLEPAYMIXISEXPECTEDTO
20、RESULTINDECREASEDINSTRUMENTALITYESTIMATESHOWEVER,IFTHESALESPERSONISAHIGHPERFORMER,AVARIABLEPAYMIXISEXPECTEDTORESULTININCREASEDINSTRUMENTALITYESTIMATESH2ADURINGEXPLORATION,ANINCREASEINVARIABLEPAYWILLBENEGATIVELYASSOCIATEDWITHINSTRUMENTALITYESTIMATESH2BDURINGESTABLISHMENT,ANINCREASEINVARIABLEPAYWILLBE
21、POSITIVELYASSOCIATEDWITHINSTRUMENTALITYESTIMATESH2CDURINGMAINTENANCE,ANINCREASEINVARIABLEPAYWILLBEPOSITIVELYASSOCIATEDWITHINSTRUMENTALITYESTIMATESH2DDURINGDISENGAGEMENT,ANINCREASEINVARIABLEPAYWILLBENEGATIVELYASSOCIATEDWITHINSTRUMENTALITYESTIMATESCAREERSTAGESANDRISKATTITUDESASECONDCHARACTERISTICOFTHE
22、INDIVIDUALSALESPERSONTHATISANTICIPATEDTOHAVEAMODERATINGIMPACTONCOMPENSATIONSTRATEGYISRISKCONTRARYTOTHETRADITIONALTHINKINGOFAGENCYTHEORY,RESEARCHHASFOUNDTHATAVERSIONTORISKVARIESACROSSINDIVIDUALSYATESANDSTONE,1992SOMEINDIVIDUALSARERISKAVERSE,OTHERSARERISKNEUTRAL,ANDSTILLOTHERSARERISKSEEKERSADDITIONALR
23、ESEARCHINDICATESTHATPREFERENCEFORVARIABLEPAYVERSUSAXEDSALARYDIFFERSDEPENDINGONRISKPREFERENCESCABLEANDJUDGE,1994THEFOCUSONHOWRISKPREFERENCELEADSTODIFFERINGPREFERENCESFORCERTAINPAYDESIGNSLEADSTOQUESTIONSCONCERNINGHOWRISKPREFERENCEINTERACTSWITHPAYDESIGNTOINUENCEOUTCOMESOFTHEEMPLOYEEWISEMANETAL,2000VALE
24、NCECOMMISSIONBYITSVERYNATUREPRESENTSMORERISKFORTHESALESPERSONANDAPPEALSTORISKSEEKERSONTHEOTHERHAND,SALARYPROVIDESMORESECURITYANDLESSRISKANDTHUSAPPEALSTOTHERISKAVERSEARISKSEEKERISLIKELYTOHAVEDIFFERENTVALENCESFORVARIABLEVERSUSXEDPAYTHANTHERISKAVERSEARISKSEEKERISEXPECTEDTO5HAVEAGREATERDESIREFORREWARDST
25、HATARETIEDTOPERFORMANCE,WHILEARISKAVERSESALESPERSONISEXPECTEDTOHAVEAGREATERDESIREFORREWARDSTHATARESTABLETHUS,THESALESPERSONSATTITUDETOWARDRISKISALSOEXPECTEDTOINTERACTWITHTHEORGANIZATIONSPAYMIXTOAFFECTVALENCESFORPAYINCREASESORDINARILYWHENACOMPANYINSTITUTESAPAYPOLICYFOCUSEDONVARIABLEPAYTHEDESIREDRESUL
26、TISTOINCREASEVALENCESFORPAYINCREASESHOWEVER,IFTHESALESPERSONISRISKAVERSE,WEEXPECTTHATTHEVARIABLEPAYPOLICYMAYNOTRESULTINTHEDESIREDEFFECTCONVERSELY,IFTHESALESPERSONISARISKSEEKER,WEEXPECTTHATAVARIABLEPAYPOLICYWILLINFACTRESULTININCREASEDVALENCESFORPAYINCREASESH3AWHENASALESPERSONISARISKSEEKER,INCREASEDVA
27、RIABLEPAYISPOSITIVELYASSOCIATEDWITHVALENCESFORPAYINCREASESH3BWHENASALESPERSONISRISKAVERSE,INCREASEDVARIABLEPAYISNEGATIVELYASSOCIATEDWITHVALENCESFORPAYINCREASESEXPECTANCYANDINSTRUMENTALITYUNLIKECAREERSTAGE,RISKATTITUDESARENOTEXPECTEDTOHAVEANIMPACTONEXPECTANCIESANDINSTRUMENTALITIESWHILEANORGANIZATIONS
28、FOCUSONACERTAINPAYMIXCOMMUNICATESTHATOUTPUTPERFORMANCEORBEHAVIORALPERFORMANCEISMOREORLESSIMPORTANT,ASALESPERSONSNATURALINCLINATIONTOWARDSRISKISNOTLIKELYTOMATTERASALESPERSONSPERCEPTIONSTHATADDEDEFFORTWILLRESULTINHIGHERPERFORMANCEWILLNOTCHANGEBASEDONWHETHERORNOTTHEYSEEKRISKTHUS,ANINTERACTIONBETWEENRIS
29、KATTITUDESANDPAYMIXISNOTHYPOTHESIZEDFOREXPECTANCIESORINSTRUMENTALITIESEMPIRICALSTUDYTHEPURPOSEOFTHISSTUDYISTOTESTWHETHERORNOTCAREERSTAGEANDRISKMODERATETHERELATIONSHIPBETWEENPAYMIXANDTHECOMPONENTSOFSALESPERSONMOTIVATIONVALENCE,EXPECTANCY,ANDINSTRUMENTALITYSAMPLEANDPROCEDUREATOTALSAMPLEOF1,000SALESPEO
30、PLEWASDRAWNFROMAMEMBERSHIPLISTACQUIREDTHROUGHANATIONALUSLISTBROKERTHESAMPLEWASFURTHERLIMITEDTOBUSINESSTOBUSINESSSALESPEOPLEOPERATINGINSERVICEORGANIZATIONSCONSISTENTWITHTHEPROCESSSETFORTHBYTHEDILLMAN1976METHOD,SURVEYSWEREMAILEDTOEACH6SALESPERSONWITHANATTACHEDCOVERLETTERTHEACTUALQUESTIONNAIREWASPRECED
31、EDBYANINTRODUCTIONLETTERSENTOUTONEWEEKPRIORTOTHEMAILINGOFTHEQUESTIONNAIREINTOTAL,214SURVEYSWERERECEIVEDFORARESPONSERATEOF214PERCENTMEASURESMOSTMEASURESWERETAKENFROMORADAPTEDFROMEXISTINGSTUDIESRISKATTITUDESWEREMEASUREDUSINGTHEJOBPREFERENCEINVENTORYSCALEWILLIAMS,1965TOMEASURECAREERSTAGE,RESPONDENTSWER
32、EASKEDTOREADFOURPASSAGESCORRESPONDINGTOEACHOFTHEFOURCAREERSTAGESDENEDINTHEWORKOFCRONANDHISCOLLEAGUESCRONANDSLOCUM,1986CRONETAL,1988ANDTOSELFSELECTASTAGEREFERTOTHEAPPENDIXFORALISTINGOFTHEPASSAGESTHISPROCEDUREFORMEASURINGCAREERSTAGEHASBEENUSEDINMORERECENTSALESRESEARCHFLAHERTYANDPAPPAS,2002THESELFSELEC
33、TIONMEASUREISUSEFULINTERMSOFCAPTURINGTHELATESTTRENDSINCAREERRESEARCHASWELLINSTEADOFRELYINGONAGEORTENUREMEASURES,THISMETHODCALLSFOREMPLOYEESTOSELFSELECTASTAGEBASEDONTHEIRCURRENTCAREERCONCERNSALLOWINGFORTHEPOSSIBILITYOF“RECYCLING”SEESULLIVAN,1999OLDEREMPLOYEESREENTERINGTHEWORKFORCEASRSTTIMESALESPEOPLE
34、ORINANEWSALESINDUSTRY,MAYFEELTHEYFALLMOSTCLOSELYUNDERTHEEXPLORATIONSTAGEIFWEWERETOBASETHISDECISIONONAGE,AINACCURATECATEGORIZATIONWOULDRESULTASAMEASUREOFPAYMIX,RESPONDENTSWEREASKEDTOINDICATETHEPERCENTAGEOFTOTALPAYTHATTHEYRECEIVEINTHEFORMOFINCENTIVESINCLUDINGALLCOMMISSIONS,BONUSES,ETCFINALLY,TOMEASURE
35、VALENCESFORPAYINCREASES,EXPECTANCIES,ANDINSTRUMENTALITIES,THEMETHODFOLLOWEDBYCRONETAL1988WASADAPTEDINTHISSTUDY,VALENCESFORPAYINCREASESWEREOFPARTICULARINTEREST,ANDTHUSWASTHEONLYREWARDVALENCEEVALUATEDREFERTOTHEAPPENDIXFORSAMPLEITEMSCONTROLMEASURESAVARIETYOFFACTORSTHATHAVEBEENSHOWNTOHOLDIMPLICATIONSFOR
36、COMPENSATIONSTRATEGYINOTHERRESEARCHBUTAREBEYONDTHESCOPEOFTHISSTUDYWERECONTROLLEDTHESEINCLUDEAGE,SIZEOFTHERM,PAYLEVELTHESALESPERSONSTOTALINCOMEANDMARKETPROMINENCEINORDERTOASSURETHEADEQUACYOFTHESURVEYINSTRUMENT,SEVERALSALESPEOPLE7WERERECRUITEDTO“PRETEST”THEQUESTIONNAIRESIXSALESREPRESENTATIVESFROMALOCA
37、LSERVICEPROVIDERWEREASKEDTOCOMPLETETHESURVEYONCOMPLETION,THEYWEREASKEDTOPROVIDESUGGESTIONSANDFEEDBACKCONCERNINGTHEINSTRUMENTATTHISPOINT,ANADDITIONALQUESTIONWASADDEDTOTHEQUESTIONNAIRETHISQUESTIONREQUIREDRESPONDENTSTOINDICATEWHETHERTHEIRJOBRESPONSIBILITIESINCLUDE“ACTUALSELLINGOFSERVICES”OR“MORECUSTOME
38、RSERVICERELATEDACTIVITY”BASEDONTHISRESPONSE,THOSESALESPEOPLEWHOPERFORMVERYLITTLESELLINGDUTIESWEREELIMINATEDFROMTHESAMPLE13QUESTIONNAIRESSAMPLEPROLERESPONDENTSRANGEDINAGEFROM24TO72THEAVERAGEAGEOFTHESAMPLEWAS43NOTABLY,AFEWOLDERTHANEXPECTEDSALESPEOPLEWEREINCLUDEDINTHESAMPLE,WITHTHEOLDESTSALESPERSONREPO
39、RTINGANAGEOF72ALSO,THEMAJORITYOFRESPONDENTSWEREMALE77PERCENT,M,23PERCENT,FSALESPEOPLEINEACHOFTHECAREERSTAGESWEREREPRESENTEDINTHESAMPLE,HOWEVERFEWERREPORTEDBEINGINTHELASTSTAGEOFDISENGAGEMENTSPECICALLY,23PERCENTREPORTEDBEINGINEXPLORATION,31PERCENTREPORTEDBEINGINESTABLISHMENT,30PERCENTREPORTEDBEINGINMA
40、INTENANCE,AND13PERCENTREPORTEDBEINGINDISENGAGEMENTDUETOTHELOWRESPONSERATEOFRESPONDENTSINDISENGAGEMENT,WECOULDNOTCONDUCTROBUSTTESTSOFTHISCAREERSTAGEPREVIOUSRESEARCHHASINDICATEDTHEIMPORTANCEOFTHEDISENGAGEMENTPHASECRONETAL,1993ANDWEFEELTHATITISANIMPORTANTAREAOFFUTURERESEARCHSOURCEKARENEFLAHERTYTHEMODER
41、ATINGROLEOFINDIVIDUALDIFFERENCEVARIABLESINCOMPENSATIONRESEARCHJOURNALOFMANAGERIALPSYCHOLOGY,VOL21NO1,2006P23278译文个人需求与公司薪酬KARENEFLAHERTY在接下来的讨论中,我们做研究假设。我们的假设分为两个截然不同的部分。首先,我们关注个体层次变量和公司的混合薪酬。预计个体层次变量对混合薪酬和动机的影响完全不同。例如,我们认为,职业阶段将会和混合薪酬相互作用影响销售人员的期待和行为。其次,我们认为冒险态度与混合薪酬相互作用而增加工资是在意料之中的。职业发展和混合薪酬假设职业阶段
42、影响了底薪价，期望和销售员行为，并建立一些支持的假说。然而,他们并不认为职业发展和组织混合薪酬可能相互作用。在此假说基础上,以及补偿研究和期望理论,我们发展了几个销售员的原始工资根据事业发展的不同阶段而采取不同混合薪酬政策的假说。价指人们持有的情感取向对一些报酬,比如金钱,晋升或者满意度。根据期望理论，奖赏可以是销售人员内在的例如个人发展也可以是外在奖励如增加工资、晋升和被承认。过去的研究表明,选择报酬的价值影响补偿的有效性。这个工作有对评价报酬价值这段关系中起主要作用。过去的研究表明职业阶段对报酬价值的影响力没有得到有力支持。毫不奇怪,一个组织的薪水政策或治理结构的影响可能取代个人的职业阶段
43、的奖励。例如,如果一个推销员在他或她的职业生涯处于探索阶段，取得一个销售职位获得混合薪酬组成的唯一授权和其他奖励，这个店员的工作鉴定很有可能出现对低阶工资有上进心如增加工资。这个店员处在有很强的动机和增加工资的阶段，所以这个推销员对增加工资的渴望是合乎逻辑的。相反的,如果工作的公司提供的是固定工资一位销售人员可能倾向于内在的回报,而不是增加工资。在这种情况下,激励压力不来自于公司因此,增加工资的欲望可能会减少。简而言之,组织的混合薪酬或其他因素,可能会对销售员想增加工资有更多的直接影响。在此讨论基础上,以及过去的研究表明,职业发展和混合薪酬之间的相互作用并不是我们期望的。期望是指销售人员对努力
44、程度和工作表现的关系的看法。过去的的考证假设9了在建立和维护更高的职业阶段预期更高。有趣的是,实证结果不支持这个假设。在这里,我们提出了一个职业发展和组织混合薪酬之间的相互起作用。我们把表现好坏定义为组织的一部分。一个固定工资高的混合薪酬可以传达给销售人员在工作中的最重要因素例如客户服务，文书工作与此同时,重点放在混合薪酬能传递产出与收入相匹配的激励上。过去的研究表明,销售员的水平的产出成就在探索和撤离的建立和维护阶段通常较低。销售人员在探索和撤离时最有可能不相信他们的努力与产出表现的关系密切。鉴于可变性工资直接与产出挂钩,销售人员在探索和撤离可能有较低的预期当公司的混合薪酬重点在可变工资上时
45、。如果，公司的混合薪酬主要固定薪水组成,未来的期望可能有变。再次,这里假设混合薪酬不仅仅注重输出的表现，所以表现的定义,对于销售人员也是不同的。在这个例子中销售人员在更高效的建立维护阶段,对利益的关注会有所重视。通过在产出上的表现,公司期望这些推销员产出量的增加。总结,提出以下的假设H1A在探索,提高可变性工资将呈现负相关而满怀期望评估。H1B在建立期间，可变工资的增加将正面的影响期望评估。H1C在维护期间,可变工资的增加将正面的影响期望评估。H1D在撤离期间,可变工资的增加将负面的影响期望评估。媒介是指额外销售人员感到随着表现的提高，报酬也会相应的增加。再次，过去职业阶段研究表明那职业阶段被
46、联系媒介预算然而，这工作没有考虑同混合薪酬的相互作用。销售人员在探索阶段比销售人员在建立阶段有较低的预期。进一步，销售人员在分离阶段比在维护阶段有较低预期普遍的逻辑是作为一个人会更多参与工作,组织,他们可能会内在加强手段的评估。承诺和性能更高在建立和维护，降低在勘探和解脱，因此,CRON和同事们的发现支持这个逻辑的。提出这个想法,我们认为职业阶段在结果媒介也对该组织薪酬结构有影响。考虑到职业阶段媒介预算变化，产出表现的补偿比纯粹固定工资更被期望和有意义。如果销售人员不是一个高效的执行者,一个可变混合薪酬预期会导致减少手段的评估。然而,如果销售员是一个高效的执行者,一个可变混合薪酬预期会导致增加
47、手段的评估。H2A在探索阶段,提高可变性工资将与评估手段呈现负相关。10H2B在建立阶段，可变性工资的增加将与评估手段呈现正相关。H2C在维护期间,提高可变性工资就会与手段的评估关联的。H2D在撤离阶段,提高可变性工资将与评估手段呈现负相关。职业阶段和风险态度销售人员的第二个特点,预料到调节薪酬战略有适度的冲击是一种冒险。与传统的想法相反的代理理论认为，研究发现个人对风险看法有所不同。有些人是风险厌恶的,而其他的则是风险中性,还有人是敢于承担风险的。其他的研究表明,偏好可变性工资或固定薪资取决于不同风险偏好关注风险偏好导致不同偏爱对于工资的的设计导致关于风险偏好和工资设计影响雇员收入的问题。价
48、指对销售人员来说更好的风险更有吸引力。另一方面,工资提供更多的安全感和更少的风险导致风险规避的诉求。风险探求者可能倾向于有不同变量的固定工资而不是风险规避。风险探求者渴望报酬与绩效挂钩,但是风险厌恶人员更渴望稳定的报酬。因此,销售人员的风险态度也将与组织的混合薪酬相关互影响来增加工资。通常当一家公司实行可变工资政策期望的结果是增加工资。然而,如果店员厌恶风险的,我们期望的可变性工资政策可能达不到没有预期的效果。相反地,如果销售员是风险探求者,我们期望可变工资政策值得增加工资。H3A如果销售员是风险探求者,增加可变性工资与增加工资是有联系的。H3B如果店员厌恶风险的，可变性工对增加工资有负面的影
49、响。期待和手段。与职业发展不同，不能期待风险态度对评估手段有影响。当组织的焦点在混合薪酬，传达出输出性能或行为性能或多或少是重要的,销售人员的自然倾向风险是不可能的事。销售人员察觉努力工作将带来更好的表现，不会改变他们是否寻求风险。因此,风险态度和混合薪酬不假设为未来的期望和手段实证研究本研究的目的是测试职业发展和风险协调与混合薪酬和销售人员激励因素是否有关价,期望,手段。样品和程序一个总样本为1000销售人员的名单是通过全国美国名单的经纪人得到的。样本进一步限制B2B电子商务销售人员在服务机构经营上。这个方法符合过程阐述,调查邮寄给每个销售员，附加求职信。实际问卷在介绍信函发出一个星期11后在发送出去。总的来说,调查回收比率为214。措施大多数措施从现有研究或者改编而来。风险态度是用来测量工作偏好库存规模。测量职业阶段,受访者被要求读四通道的每一个相应的CRON和他的同事们作出的四个职业生涯阶段定义并自测自己所处的阶段。参阅附录一列表章节。本程序事业舞台测量已被应用在最近的商业行情研究。自我选择衡量在找准最新职业研究的趋势也是有用的。而不是依靠年龄或保有措施，这方法呼吁雇员以他们的当前事业为依据自我选择一个阶段考虑允许“回收”的可能性。年长的雇员作为第一次销售人员或在一个新的销售领域重新成为劳动
