The use of performance pay in public organizations is contentious partly because it can crowd out the intrinsic motivation associated with public service. However, not all public employees are service oriented and sensitivity to extrinsic rewards varies between them. Exchange ideology measures the strength of an individual’s belief that work effort should be proportional to treatment by the organization. We argue that this psychological trait conditions the relationship between performance pay and pay satisfaction. An analysis of survey data collected from Korean government employees shows that performance pay is positively related to pay satisfaction in the average case, and second that this relationship is stronger for employees with higher levels of exchange ideology. Monte Carlo simulations suggest that the size of the moderating effect is nontrivial. We discuss the relevance of our findings to performance-oriented human resource reform in the public sector.

中文翻译：

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交流意识形态，绩效薪酬和薪酬满意度：韩国中央政府的证据

在公共组织中使用绩效薪酬存在争议，部分原因是它可以挤出与公共服务相关的内在动机。但是，并非所有的公职人员都以服务为导向，他们之间对外部奖励的敏感性也有所不同。交流意识形态衡量个人认为工作努力与组织待遇成正比的信念的力量。我们认为，这种心理特征决定了绩效薪酬与薪酬满意度之间的关系。对韩国政府雇员收集的调查数据的分析表明，在一般情况下，绩效薪酬与薪酬满意度呈正相关，其次，对于具有较高交流意识形态的雇员，这种关系更为牢固。蒙特卡洛模拟表明，调节作用的大小是不重要的。我们讨论了我们的发现与公共部门绩效型人力资源改革的相关性。