MARC Record from harvard_bibliographic_metadata

LEADER: 02934cam a22003134a 4500
001 009197741-X
005 20031118110421.0
008 030211s2003 cau b 001 0 eng
010 $a 2003002703
020 $a0761921079 (Cloth)
020 $a0761921087 (Paper)
035 0 $aocm51647540
040 $aDLC$cDLC$dDLC
042 $apcc
050 00 $aHD4909$b.G47 2003
082 00 $a331.2/1/01$221
100 1 $aGerhart, Barry A.
245 10 $aCompensation :$btheory, evidence, and strategic implications /$cBarry Gerhart, Sara L. Rynes.
260 $aThousand Oaks, CA :$bSage,$cc2003.
300 $aix, 310 p. ;$c23 cm.
440 0 $aFoundations for organizational science
504 $aIncludes bibliographical references and index.
520 $aRevealing the impact of different compensation policies, this interdisciplinary volume examines: The relationship between performance-based pay and intrinsic motivation -- Implications of individual pay differentials for team or unit performance -- The consequences of pay for performance policies -- effect sizes and practical significance of compensation findings -- Directions for future research.
505 00 $tIntroduction to the Series /$rDavid A. Whetten --$tIntroduction: The Enigmas of Compensation --$tDifferences in Pay Level: Why Do Some Companies Pay More Than Others? --$tA Tale of Two Markets --$tThe Case for Limited Discretion: Neoclassical Economic Theory --$tPost-Institutional Economics: Theory Meets Reality --$tWhy It May "Pay" to Pay More --$tThe International Dimension --$tDifferences in Pay Levels for Particular Jobs --$tResearch on Pay Level Decision Making --$tEffects of Pay Level: What Do Employers Get in Return for Higher Pay? --$tTheories of the Importance of Pay to Individuals --$tWhat Do Employers Get in Return for Higher Pay Levels? --$tPay Structure: Relative Pay Within Organizations --$tThe Role of Jobs and Job Evaluation in Pay Structure --$tTheories of Differences in Pay Structure --$tWork-Life Incentives --$tEmpirical Research on the Effects of Pay Structure --$tPay Basis: Theories of Motivation and Pay for Performance --$tEffects of Pay and Motivational Programs on Performance: Meta-Analytic Results --$tTheories of Pay-Performance Relationships --$tPsychological Versus Economic Perspectives --$tWorkforce Composition, Sorting, and Personality-Based Theories --$tPay-for-Performance Programs: Empirical Evidence --$tBroad Policy Decisions --$tPutting It All Together: Empirical Evidence on Pay Programs --$tPay Strategy --$tStrategic Fit and Alignment --$tBeyond Generic Strategies: The Resource-Based View of the Firm --$tBeyond Direct Earnings: Total Rewards --$tToward the Future --$tMethodological Recommendations.
650 0 $aWages.
700 1 $aRynes, S.$q(Sara)
776 08 $iOnline version:$aGerhart, Barry A.$tCompensation.$dThousand Oaks, CA : Sage, ©2003$w(OCoLC)756194343
988 $a20031125
906 $0DLC