Pay for (individual) performance: Issues, claims, evidence and the role of sorting effects

NCUIR > School of Management at National Central University > Graduate Institute of Human Resource Management > journal & Dissertation > Item 987654321/99642

Please use this identifier to cite or link to this item: https://ir.lib.ncu.edu.tw/handle/987654321/99642

Title:	Pay for (individual) performance: Issues, claims, evidence and the role of sorting effects
Authors:	房美玉;Gerhart, Barry;Fang, Meiyu
Contributors:	管理學院人力資源管理研究所
Keywords:	Compensation;Culture;Incentives;Motivation;Pay for performance;Sorting;Studies
Date:	2014-01-01
Issue Date:	2026-04-21 13:24:50 (UTC+8)
Publisher:	Elsevier Ltd.;Greenwich: Elsevier Inc
Abstract:	摘要： We address two broad questions: how much pay for individual performance (PFIP) is there and what are the positive and negative effects of PFIP? We consider specific claims, including that PFIP does not motivate (or even de-motivates), that it is ineffective in teams, and that it is ineffective in some national cultures. We demonstrate how incorporating sorting effects of PFIP into conceptual treatments of PFIP can change how one views the likely effectiveness of PFIP across contexts. 出版者： Greenwich: Elsevier Inc 出版日期： 2014-03-01 出處： Human resource management review, 2014-03, Vol.24 (1), p.41-52 資源來源： Elsevier ScienceDirect Journals Complete 版權： 2013 Elsevier Inc. 版權： Copyright Elsevier Science Ltd. Mar 2014 識別號： ISSN: 1053-4822 識別號： EISSN: 1873-7889 識別號： DOI: 10.1016/j.hrmr.2013.08.010
Appears in Collections:	[Graduate Institute of Human Resource Management ] journal & Dissertation

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