• Summary
  • Contents
  • Subject index

Compensation: Theory, Evidence, and Strategic Implications provides a comprehensive, research-based review of both the determinants and effects of compensation. Combining theory and research from a variety of disciplines, authors Barry Gerhart and Sara L. Rynes examine the three major compensation decisions–pay level, pay structure, and pay delivery systems. provides a comprehensive, research-based review of both the determinants and effects of compensation. Combining theory and research from a variety of disciplines, authors Barry Gerhart and Sara L. Rynes examine the three major compensation decisions–pay level, pay structure, and pay delivery systems.Primarily intended for graduate students in human resource management, psychology, and organizational behavior courses, this book is also an invaluable reference for compensation management consultants and organizational development specialists.

Pay-for-Performance Programs: Empirical Evidence
Pay-for-performance programs: Empirical evidence

Bribes in the workplace simply can't work.

—Kohn (1993)

Overall, this study underscores the generalizable positive relationship between financial incentives and performance.

—Jenkins, Mitra, Gupta, and Shaw (1998)

In previous chapters, we showed how decisions about pay level and structure signal the value that organizations assign to different job or skill groups, based on both external market considerations and internal assessments of job or skill criticality. Last chapter, we shifted our focus from how much to pay to the question of how to pay, describing relevant theories. In this chapter, we continue our treatment of the how-to-pay question. We examine the ways in which organizations differentially compensate individuals and groups based on their contributions to an organization's success. Whereas the previous chapter ...

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