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What drives differences in reward allocation principles across countries and organizations?
Examines the factors influencing how organizations distribute rewards—such as pay raises—among employees. The study, conducted by Fischer et al., investigates three primary reward allocation principles: equity (performance-based), equality (equal distribution), and need (based on individual circumstances). Analyzing data from employees in Germany (East and West), the UK, New Zealand, the US, and Brazil, the research highlights how organizational and macroeconomic contexts shape these principles.Key findings reveal that private-sector and high-performing organizations favor equity-based rewards, driven by economic performance imperatives. In contrast, public-sector organizations and those in nations valuing embeddedness (group integration) or harmony are more inclined toward equality or need-based allocations. Macroeconomic conditions, such as high unemployment or income inequality, further influence these choices, with need-based rewards being less common in economically strained regions like Eastern Germany. The study advocates for context-sensitive reward systems that balance performance, equality, and employee needs in diverse settings.
Ketersediaan
| Call Number | Location | Available |
|---|---|---|
| AMP2103 | PSB lt.dasar - Pascasarjana | 1 |
| Penerbit | Briarcliff Manor, NY: Academy of Management 2007 |
|---|---|
| Edisi | Vol. 21, No. 3, Aug., 2007 |
| Subjek | Employee motivation Macroeconomic Factors Organizational context Cultural dimensions reward allocation principles |
| ISBN/ISSN | 15589080 |
| Klasifikasi | NONE |
| Deskripsi Fisik | 3 p. |
| Info Detail Spesifik | Academy of Management Perspectives |
| Other Version/Related | Tidak tersedia versi lain |
| Lampiran Berkas |