在德国和美国如何保留和激励员工外文翻译.docVIP

外文翻译 原文 Country-Compatible Incentive Design A Comparison of Employees’ Performance Reward Preferences in Germany and the USA Material Source: Economics Personnel Management Author: Marjaana Gunkel Keyword：Incentive mechanism，Employee satisfaction 4.2 Influence of Formal and Informal Institutional Framework on the Performance Reward Preferences In the following the influence of formal and informal institutional frameworks on the six groups of incentives are discussed separately. At first the importance of each work related goal relating to the grouping are discussed. Then it is tested if Hypothesis 1 applies to the grouping, that is, if the employees from the two sample countries find different rewards motivating. However, it is important to note that these explanations merely serve as groundwork for further research on the influences of institutional frameworks on performance reward preferences and other influences of formal and informal frameworks are certainly possible. 4.2.1Recognition The Recognition group also provides interesting results. When looking at the importance of recognition, differences between the countries cannot be found (p-value 0.53). Employees of the study organization from Germany and the US find recognition as an important factor at work. An interesting difference between the two samples can however be seen in the Employee of the Month reward. Whereas the US sample ranks this particular reward more often than expected as a motivator, the German employees find the reward significantly non-motivating. Positive Feedback seems to be a motivating reward for employees from both samples. The weighted average rank for Positive Feedback is four for the German employees and five for the US employees as presented in Table 4-5. The Employee of the Month reward has lower weighted average ranks. The US sample ranks the reward to be number nine motivator whereas the German employees only number 15 motivator, that is, the reward has the lowest pos