ISBN 9788178299204,Compensation : Theory, Evidence, and Strategic Implications

Compensation : Theory, Evidence, and Strategic Implications


Barry Gerhart


Sage South Asia



Sage South Asia

Publication Year 2008

ISBN 9788178299204

ISBN-10 8178299208


Number of Pages 320 Pages
Language (English)


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. Revealing 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 Compensation: Theory, Evidence, and Strategic Implications considers why organizations pay people the way they do and how various pay strategies influence the success of organizations. Critically evaluating areas where research is inconsistent with common beliefs, Gerhart and Rynes explore the motivational effects of compensation. 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. Table of Contents Introduction to the Series DAVID A WHETTEN Acknowledgments I: INTRODUCTION: THE ENIGMAS OF COMPENSATION Objectives Outline of the Book II: DIFFERENCES IN PAY LEVEL: WHY DO SOME COMPANIES PAY MORE THAN OTHERS? A Tale of Two Markets The Case for Limited Discretion: Neoclassical Economic Theory Post-Institutional Economics: Theory Meets Reality Why it May Pay to Pay More The International Dimension Differences in Pay Levels for Particular Jobs Research on Pay Level Decision Making Summary Resource 2.1 III: EFFECTS OF PAY LEVEL: WHAT DO EMPLOYERS GET IN RETURN FOR HIGHER PAY? Theories of the Importance of Pay to Individuals What do Employers get in Return for Higher Pay Levels? Future Research IV: PAY STRUCTURE: RELATIVE PAY WITHIN ORGANIZATIONS The Role of Jobs and Job Evaluation in Pay Structure Theories of Differences in Pay Structure Work-Life Incentives Empirical Research on the Effects of Pay Structure Future Research V: PAY BASIS: THEORIES OF MOTIVATION AND PAY FOR PERFORMANCE Effects of Pay and Motivational Programs on Performance: Meta-Analytic Results Theories of Pay-Performance Relationships Psychological Versus Economic Perspectives Workforce Composition, Sorting, and Personality-Based Theories Future Research VI: PAY-FOR-PERFORMANCE PROGRAMS: EMPIRICAL EVIDENCE Broad Policy Decisions Putting it all Together: Empirical Evidence on Pay Programs Summary Future Research VII: PAY STRATEGY Strategic Fit and Alignment Beyond Generic Strategies: The Resource-Based View of the Firm Beyond Direct Earnings: Total Rewards Summary and Future Research VIII: TOWARD THE FUTURE Future Research Methodological Recommendations References Index