Although there is a voluminous psychological literature on performance evaluation (PE),
surprisingly little of this research examines the consequences of linking pay to evaluated …

Gerhart and Rynes provide a thorough, comprehensive review of the vast literatures relevant
to compensation. Their insights regarding the integration of economic, psychological and …

A majority of human resources professionals appear to believe that employees are likely to
overreport the importance of pay in employee surveys. However, research suggests the …

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 …

In this chapter, we address three pay for performance (PFP) questions. First, what are the
conceptual mechanisms by which PFP influences performance? Second, what programs do …

Motivation plays a crucial role on employees' performance. Though organizations have an
interest in keeping the employees motivated at work, they do not always have the complete …

The clinical operations and programs division at the University of Texas MD Anderson
Cancer Center undertook an initiative, as part of a new performance management system, to …

Alternatively, compensation can be organized around two broader dimensions: how much
(total compensation level) to pay and how (eg, cash or benefits, structure, degree of PFP) to …

This chapter focuses on the continuous process of performance management rather than the
discrete event of performance appraisal. The chapter begins by defining job performance …

This study examines the impact of a reduction in compensation on individual sales
performance over time. Sales performance data over a two-year time period were obtained …