The purpose of this paper is to analyse the relationship between quality management, performance appraisal and pay for performance in a sample of 203 manufacturing plants (including firms that do not apply quality management) in Spain employing at least 20 workers. We make a distinction between collaboration with suppliers, customer focus and the use of quality tools. This consideration of quality management as multidimensional will help to disentangle the complex interrelationships with performance appraisal and pay for performance. Our findings point to a positive association of customer focus, collaboration with suppliers and quality tools with performance appraisal evaluating results and behaviours. Regarding pay for performance, closer collaboration with customers is positively related to individual pay for performance. The use of quality tools is positively related to individual and firm pay for performance. The managerial implications point out that there is still room for improving the effectiveness of quality initiatives by incorporating changes in pay for performance and performance appraisal oriented to the adaptation to the principles of quality management. From the theoretical perspective, our paper underlines the importance of not considering quality management as a unidimensional reality when examining its relationship with other management practices.

本文的目的是分析质量管理、绩效评估和绩效薪酬之间的关系，样本是西班牙的 203 家制造工厂（包括不实施质量管理的公司），至少雇佣了 20 名工人。我们区分与供应商的合作、以客户为中心和使用质量工具。这种将质量管理视为多维的考虑将有助于理清与绩效评估和绩效薪酬的复杂相互关系。我们的研究结果表明，以客户为中心、与供应商的合作以及质量工具与绩效评估结果和行为的积极关联。在绩效薪酬方面，与客户更紧密的合作与个人绩效薪酬正相关。质量工具的使用与个人和公司绩效薪酬呈正相关。管理方面的影响指出，通过将绩效薪酬和绩效评估的变化结合起来以适应质量管理原则，仍然存在提高质量计划有效性的空间。从理论的角度来看，我们的论文强调了在检查质量管理与其他管理实践的关系时，不要将质量管理视为一维现实的重要性。管理方面的影响指出，通过将绩效薪酬和绩效评估的变化结合起来以适应质量管理原则，仍然存在提高质量计划有效性的空间。从理论的角度来看，我们的论文强调了在检查质量管理与其他管理实践的关系时，不要将质量管理视为一维现实的重要性。管理方面的影响指出，通过将绩效薪酬和绩效评估的变化结合起来以适应质量管理原则，仍然存在提高质量计划有效性的空间。从理论的角度来看，我们的论文强调了在检查质量管理与其他管理实践的关系时，不要将质量管理视为一维现实的重要性。