DC Field | Value | Language |
---|---|---|
dc.contributor.author | Han, Joo Hun | ko |
dc.contributor.author | Bartol, Kathryn M. | ko |
dc.contributor.author | Kim, Seongsu | ko |
dc.date.accessioned | 2023-02-07T09:00:53Z | - |
dc.date.available | 2023-02-07T09:00:53Z | - |
dc.date.created | 2023-02-07 | - |
dc.date.issued | 2015-03 | - |
dc.identifier.citation | JOURNAL OF APPLIED PSYCHOLOGY, v.100, no.2, pp.417 - 430 | - |
dc.identifier.issn | 0021-9010 | - |
dc.identifier.uri | http://hdl.handle.net/10203/305089 | - |
dc.description.abstract | Drawing upon line-of-sight (Lawler, 1990, 2000; Murphy, 1999) as a unifying concept, we examine the cross-level influence of organizational use of individual pay-for-performance (PFP), theorizing that its impact on individual employees' performance-reward expectancy is boosted by the moderating effects of immediate group managers' contingent reward leadership and organizational use of profit-sharing. Performance-reward expectancy is then expected to mediate the interactive effects of individual PFP with contingent reward leadership and profit-sharing on employee job performance. Analyses of cross-organizational and cross-level data from 912 employees in 194 workgroups from 45 companies reveal that organizations' individual PFP was positively related to employees' performance-reward expectancy, which was strengthened when it was accompanied by higher levels of contingent reward leadership and profit-sharing. Also, performance-reward expectancy significantly transmitted the effects of individual PFP onto job performance under higher levels of contingent reward leadership and profit-sharing, thus delineating cross-level mediating and moderating processes by which organizations' individual PFP is linked to important individual-level employee outcomes. Several theoretical and practical implications are discussed. | - |
dc.language | English | - |
dc.publisher | AMER PSYCHOLOGICAL ASSOC | - |
dc.title | Tightening up the Performance-Pay Linkage: Roles of Contingent Reward Leadership and Profit-Sharing in the Cross-Level Influence of Individual Pay-for-Performance | - |
dc.type | Article | - |
dc.identifier.wosid | 000350553700008 | - |
dc.identifier.scopusid | 2-s2.0-84929841237 | - |
dc.type.rims | ART | - |
dc.citation.volume | 100 | - |
dc.citation.issue | 2 | - |
dc.citation.beginningpage | 417 | - |
dc.citation.endingpage | 430 | - |
dc.citation.publicationname | JOURNAL OF APPLIED PSYCHOLOGY | - |
dc.identifier.doi | 10.1037/a0038282 | - |
dc.contributor.localauthor | Han, Joo Hun | - |
dc.contributor.nonIdAuthor | Bartol, Kathryn M. | - |
dc.contributor.nonIdAuthor | Kim, Seongsu | - |
dc.description.isOpenAccess | N | - |
dc.type.journalArticle | Article | - |
dc.subject.keywordAuthor | PFP | - |
dc.subject.keywordAuthor | contingent reward leadership | - |
dc.subject.keywordAuthor | profit-sharing | - |
dc.subject.keywordAuthor | performance-reward expectancy | - |
dc.subject.keywordAuthor | job performance | - |
dc.subject.keywordPlus | HUMAN-RESOURCE PRACTICES | - |
dc.subject.keywordPlus | ORGANIZATIONAL CITIZENSHIP BEHAVIOR | - |
dc.subject.keywordPlus | FIRM PERFORMANCE | - |
dc.subject.keywordPlus | DISTRIBUTIVE JUSTICE | - |
dc.subject.keywordPlus | FINANCIAL INCENTIVES | - |
dc.subject.keywordPlus | AFFECTIVE COMMITMENT | - |
dc.subject.keywordPlus | APPRAISAL PURPOSE | - |
dc.subject.keywordPlus | WORK SYSTEMS | - |
dc.subject.keywordPlus | FIT INDEXES | - |
dc.subject.keywordPlus | MULTILEVEL | - |
Items in DSpace are protected by copyright, with all rights reserved, unless otherwise indicated.