Organizational context variables to be considered in the reward system design oriented to product innovation

Abstract Purpose: The main purpose of this paper is to discuss some key variables to be taken into consideration in an organizational context when designing reward systems focused on maximizing product innovation. In addition to identifying such variables, the paper aims to understand how each of them can influence this design. Design/methodology/approach: Based on existing literature, a reference chart was created using context variables (organizational strategy, type of innovation, beliefs and cultural traits, and previously established systems of goals and rewards) and their implications on the reward system design. A field research was conducted through qualitative interviews with five specialists, consultants, and scholars in strategic human resource management and reward systems, as well as case studies on four large-scale industrial companies known for being innovative. Findings: The research has shown that little knowledge has been accumulated by specialists as well as by designers of reward systems at organizations operating in Brazil concerning the issue studied. Moreover, the four main previously listed variables were maintained, and the field research allowed a series of analyses that changed relevant aspects of the details of that chart. Originality/value: This paper can contribute to fulfill the gap existing in literature on the reward system design, and proposes a reference chart that can assist the designer in elaborating it.

摘要 研究目的：本研究旨在探讨组织情境下，设计以最大化产品创新为目标的薪酬体系时需考量的核心变量。除明确上述变量外，本研究还旨在剖析各变量对薪酬体系设计的影响路径。
设计/研究方法：基于既有文献，本研究纳入组织战略、创新类型、信念与文化特质、既有目标与薪酬体系等情境变量，并结合其对薪酬体系设计的影响机制，构建了参考图表。本研究通过质性访谈法，对5名战略人力资源管理与薪酬体系领域的专家、顾问及学者展开调研，并针对4家以创新著称的大型工业企业开展案例研究。
研究结果：本研究发现，在巴西开展业务的组织中，薪酬体系设计者及相关专家对本次研究主题的相关认知储备仍较为匮乏。此外，本研究保留了此前列出的四大核心变量，并通过实地调研开展了一系列分析，对该参考图表的细节内容进行了修正与优化。
原创性与价值：本研究填补了薪酬体系设计领域的现有文献空白，并提出了可辅助设计者构建薪酬体系的参考图表。