績效薪資是廣泛應用的員工激勵機制，透過將薪酬與績效掛鉤，激勵員工、提高績效，進而提升組織競爭力。過去關於教師績效薪資的研究多著重分析績效薪資對教師工作動機的影響，卻忽略實施績效薪資的過程中，制度環境對於薪資設計與改革推行的影響。本研究透過制度邏輯視角，採用個案研究法來分析公立學校績效薪資改革之過程，了解改革前後不同邏輯所造成的影響。理論上，本文提出績效薪資制度的設計和推行，會受到組織內外制度環境中不同邏輯的制約，進而影響績效薪資制度的樣貌和實施效果。實務上，本研究建議，推行薪資改革前需釐清不同邏輯的訴求和潛在的衝突，並保留一定的彈性，才到達到績效薪資的預期效益。

Performance-related pay (PRP) is a system that links pay to performance, aiming to motivate employees to improve their performance and therefore increase organizational competitiveness. Previous research on PRP for schoolteachers has usually focused on its impact on their motivation, while tending to neglect the influence of the institutional environment on the design of pay systems and implementation of reform. Taking a case study approach, this study analyzes the PRP system reform in two public junior high schools, exploring how different institutional logics embedded within the institutional environment of the schools impacted the PRP system design and reform implementation. This research illustrates the key phenomenon and underlying rationale behind the PRP reform in public schools in China, proposing that the conflicts between different institutional logics formed a blind spot in the reform which restricted the functional design of the PRP system and led to imperfections in the reform. In practice, our findings suggest that, before implementing pay system reform, it is critical to identify the demands of each institutional logic and analyze potential conflicts between them. When introducing a PRP system, it is important to leave a certain amount of flexibility in the choice of pay range in order to achieve the desired motivational impact.