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dc.contributor.authorPark, Sanghee
dc.contributor.authorSturman, Michael C.
dc.date.accessioned2020-11-12T19:47:57Z
dc.date.available2020-11-12T19:47:57Z
dc.date.issued2009-01-01
dc.identifier.other1041155
dc.identifier.urihttps://hdl.handle.net/1813/73195
dc.description.abstractExtant compensation literature has indicated that pay-for-performance can influence employee performance. There is little research, however, that differentiates the effects of certain forms of pay-for-performance plans on future performance. By applying the precepts of expectancy theory to specific components of the pay-for-performance plans and using longitudinal data from a sample of 739 US employees in a service-related organization, this study demonstrates different effects for merit pay, bonuses, and long-term incentives.
dc.language.isoen_US
dc.rightsRequired Publisher Statement: © Wiley. Final version published as: Park, S., & Sturman, M. C. (2016). Evaluating form and functionality of pay-for-perfomance plans: The relative incentive and sorting effects of merit pay, bonuses, and long-term incentives. Human Resource Management, 55(4), 697-719. doi: 10.1002/hrm.21740Reprinted with permission. All rights reserved.
dc.subjectcompensation
dc.subjectpay-for-performance
dc.subjectfuture performance
dc.subjectexpectancy theory
dc.subjectincentives
dc.titleThe Relative Effects of Merit Pay, Bonuses, and Long-Term Incentives on Future Job Performance (CRI 2009-009)
dc.typepreprint
dc.description.legacydownloadscri_2009_009.pdf: 11745 downloads, before Oct. 1, 2020.
local.authorAffiliationPark, Sanghee: sp436@cornell.edu Cornell University
local.authorAffiliationSturman, Michael C.: mcs5@cornell.edu Cornell University


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