結論

本研究進一步驗證了薪資公開的機制對於員工績效表現的影響，並且從本研 究的結果可以得知薪資公開並非必然對企業會產生好的或壞的影響，而是同時存 在其他影響的因素尚待被發掘。例如，在 Bamberger 及 Belogolovsky (2010)的研 究中，已經指出對不公平的容忍性為一項影響薪資公開效果甚鉅的調節因素，在 對不公平的容忍性高的受測者與對不公平的容忍性低的受測者施加薪資公開的條

件下會呈現相反的績效影響結果。本次研究結果亦再次證明薪資公開對績效表現 並無絕對性的影響效果，而是必須考慮其他因素進行中介或調節才能發揮促進績 效表現的效果。未來企業若要使用薪資公開做為激勵員工表現的工具時，也須謹 記此機制效果需要密切與企業及文化環境搭配，符合條件的使用公開制度才能達 到企業所需的正向影響效果。

另外，本研究檢測薪資公開政策則搭配框架效果訊息的使用是否會影響員工 的績效表現。研究結果發現，企業在實行薪資公開政策時若搭配不同的框架效應 操弄會有不同的效果，給予純粹獎勵及純粹懲罰的框架訊息時，公開效果會比不 公開更使員工有好的表現；但若是給予獎勵懲罰兼具的框架訊息制度時，公開效 果則可能無法達到促進員工更好的績效表現的效果，因此企業在選擇激勵手段 時，也須同時考慮框架效應與薪資結果公開與否的搭配，正確的組合將能夠更加 提升激勵獎金的設置，更加發揮激勵作用並最大化的影響員工的績效表現。

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