目前,在大中型企业中流行一种宽级工资架构,但是宽级工资架构不一定能实现高工作绩效。天津高速公路集团有限公司的实例说明,能岗匹配度和个人意愿度,是影响工作绩效的显著性因素,应将岗位与影响工作绩效的显著性因素结合起来。切实可行的分配工作岗位思路是:不一定要追求最佳绩效组合,但一定要避免低绩效组合。 Currently, there is a wide-ranging wage structure popular among large and medium-sized enterprises, but the wide-wage structure does not necessarily achieve high job performance. The example of Tianjin Expressway Group Co., Ltd. shows that the degree of teamwork matching and personal willingness are the significant factors that affect job performance. The combination of job position and the significant factors that affect job performance should be combined. Practical allocation of job ideas is: do not necessarily pursue the best performance portfolio, but we must avoid low-performance portfolio.