Sage South Asia
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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
I: INTRODUCTION: THE ENIGMAS OF COMPENSATION
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
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?
IV: PAY STRUCTURE: RELATIVE PAY WITHIN ORGANIZATIONS
The Role of Jobs and Job Evaluation in Pay Structure
Theories of Differences in Pay Structure
Empirical Research on the Effects of Pay Structure
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
VI: PAY-FOR-PERFORMANCE PROGRAMS: EMPIRICAL EVIDENCE
Broad Policy Decisions
Putting it all Together: Empirical Evidence on Pay Programs
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