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1、外文文献翻译译文一、外文原文：原文：DETERMINANTSOFINCENTIVEINTENSITYINGROUPBASEDREWARDSTHEORYANDHYPOTHESESAgencyTheoryandIncentiveIntensityAfundamentalargumentintheagencytheoryliteratureandinmuchofthecompensationliteratureisthattheincentiveintensityofrewards—oftenmeasuredasthevariableportiono
2、fpay—enhancesemployeecontributionstoperformance.Incentive-intensivepayincreaseseffortandmayincreasethetalentlevelofthoseattractedtoacompensationplan.Higherincentiveintensityincreasesthemarginalgainsinincomethatemployeesreceivefromincreasedeffort.Ifincreasedefforthasphysicalo
3、rpsychologicalcosts,agentswillchooselevelsofeffortwherebythemarginalgainfromeffortequalsitsmarginalcost.Therefore,whenpayplansaremoreincentive-intensive,employeesreachhigherlevelsofeffortbeforedecidingthattheseincreasesfailtocompensatefortheirpersonalcosts.Researchinavariety
4、offieldsconfirmsthisrelationshipbetweenincentiveintensityandeffort(e.g.,Ehrenberg&Bognanno,1990;Landau&Leventhal,1976;Zenger,1992).Higherincentiveintensitymayalsohelpcompanieslureandkeeptalentedworkers(Lazear,1986;Rynes,1987;Zenger,1994).Giventherandomnessofmeasuredperforman
5、ce,asincentiveintensityrises,sodoestheuncertaintyofanindividual'spay.Thehighertheincentiveintensity,themorelikelyitisthatonlytheverybestperformers(thosewhohavethehighestprobabilityofgeneratingstrongmeasuredperformance)willfinditefficienttoassumetheriskofanincentive-intensive
6、contract.Assuggestedinempiricalstudies,employeeswithlowerability—thoseunlikelytogeneratehighperformance—willprefercontractsthatplacelessemphasisonperformance(Cable&Judge,1994;U.S.OfficeofPersonnelManagement,1988;Zenger,1994).Incentive'intensityingrouprewardsshouldfunctionmuc
7、hlikeincentiveintensityinindividualrewards:higherlevelsshouldmotivateeffort,luretalent,andtherebyenhanceperformance.AsKrusearguedinregardtoprofit-sharingplans,"Thesizeoftheprofitshareinrelationtootheremployeecompensationshouldclearlybeanimportantfactorintheimpactofprofitshar
8、inguponworkplacerelationsandperformance.Aprofitsharethat,forexample,average
