Base pay and bonus pay for high-wage employees: A multi-study approach to organizational performance

被引：1

作者：

Bomm, Liana ^{[1
]}

Kaimann, Daniel ^{[1
,2
]}

机构：

[1] Paderborn Univ, Fac Business Adm & Econ, Dept Management, D-33098 Paderborn, Germany

[2] Erasmus Univ, Erasmus Sch Hist Culture & Commun, Rotterdam, Netherlands

来源：

MANAGERIAL AND DECISION ECONOMICS | 2022年 / 43卷 / 08期

关键词：

SELF-DETERMINATION THEORY; MANAGERIAL COMPENSATION; FIRM PERFORMANCE; WORK MOTIVATION; HUMAN-RESOURCE; INCENTIVES; COMMITMENT; METAANALYSIS; MANAGEMENT; ATTITUDES;

D O I：

10.1002/mde.3660

中图分类号：

F [经济];

学科分类号：

02 ;

摘要：

This paper studies how the compensation of high-wage workers is associated with organizational performance. Based on organizational justice arguments, cognitive evaluation theory (CET), and self-determination theory (SDT), we hypothesize that bonuses contingent on organizational performance tends to negatively impact the positive relationship between base pay and organizational performance. We use data from two distinct industry environments to show that the interaction between base pay and bonus pay is associated with reducing organizational performance for high-wage workers. More specifically, bonus pay relates to a decrease in the relationship between base pay and organizational performance.

引用

页码：4139 / 4152

页数：14