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dc.contributor.authorPark, Sanghee
dc.contributor.authorSturman, Michael C.
dc.date.accessioned2020-09-12T21:12:25Z
dc.date.available2020-09-12T21:12:25Z
dc.date.issued2012-01-01
dc.identifier.other4856515
dc.identifier.urihttps://hdl.handle.net/1813/72363
dc.description.abstractCompanies regularly use multiple types of pay-for-performance plans to motivate and sustain high performance levels. Although research generally confirms that pay-for-performance plans can influence these outcomes, it is unclear how effective different pay plans are relative to each other. The current study examines how three different forms of pay-for-performance plans—merit pay, individual-based annual bonuses and long-term incentive plans—influence employee future performance when they operate simultaneously. The results of this study suggest that the effects of pay-for-performance plans on employee future performance can be explained by the strength of the link between pay and performance for each plan and the financial nature of the awards from each plan.
dc.language.isoen_US
dc.rightsRequired Publisher Statement: © SAGE. Final version published as: Park, S., & Sturman, M. C. (2012). How and what you pay matters: The relative effectiveness of merit pay, bonuses, and long-term incentives on future job performance. Compensation and Benefits Review, 44(2), 80-85. doi: 10.1177/0886368712450391. Reprinted with permission. All rights reserved.
dc.subjectpay-for-performance plans
dc.subjectincentive
dc.subjectjob performance
dc.subjectmerit pay
dc.subjectbonuses
dc.subjectlong-term incentives
dc.titleHow and What You Pay Matters: The Relative Effectiveness of Merit Pay, Bonus, and Long-Term Incentives on Future Job Performance
dc.typearticle
dc.relation.doihttps://doi.org/10.1177/0886368712450391
dc.description.legacydownloadsSturman43_How_and_what_you_pay_matters_The_relative_effectiveness_of_merit_pay__bonuses__and_long_term_incentives_on_future_job_performance.pdf: 12427 downloads, before Aug. 1, 2020.
local.authorAffiliationPark, Sanghee: sp436@cornell.edu Cornell University
local.authorAffiliationSturman, Michael C.: mcs5@cornell.edu Cornell University


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