The Relative Effects of Merit Pay, Bonuses, and Long-Term Incentives on Future Job Performance (CRI 2009-009)
dc.contributor.author | Park, Sanghee | |
dc.contributor.author | Sturman, Michael C. | |
dc.date.accessioned | 2020-11-12T19:47:57Z | |
dc.date.available | 2020-11-12T19:47:57Z | |
dc.date.issued | 2009-01-01 | |
dc.description.abstract | Extant 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.description.legacydownloads | cri_2009_009.pdf: 11745 downloads, before Oct. 1, 2020. | |
dc.identifier.other | 1041155 | |
dc.identifier.uri | https://hdl.handle.net/1813/73195 | |
dc.language.iso | en_US | |
dc.rights | Required 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.subject | compensation | |
dc.subject | pay-for-performance | |
dc.subject | future performance | |
dc.subject | expectancy theory | |
dc.subject | incentives | |
dc.title | The Relative Effects of Merit Pay, Bonuses, and Long-Term Incentives on Future Job Performance (CRI 2009-009) | |
dc.type | preprint | |
local.authorAffiliation | Park, Sanghee: sp436@cornell.edu Cornell University | |
local.authorAffiliation | Sturman, Michael C.: mcs5@cornell.edu Cornell University |
Files
Original bundle
1 - 1 of 1