Gainsharing and Organizational Learning: An Analysis of Employee Suggestions Over Time

By J. Arthur, Lynda Aiman-Smith. 2001

158 citations recorded by the source corpus.

Subfields: Communication, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/21160e5e911d007f1ac2dcce8c7dac9f0af8ca9e

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Communication

1. M. Saunders
2. Jason D. Shaw
3. Max Visser
4. Christopher Chan

In Organizational Behavior and Human Resource Management

1. Jason D. Shaw
2. N. Gupta
3. M. Saunders
4. Max Visser
5. Joseph T. Liu
6. Li Lin
7. Yuntao Bai
8. Christopher Chan

Citations in the corpus

• Leveraging the employee voice: a multi-level social learning perspective of ethical leadership (2019, background): “For instance, systems could award financial incentives for prosocial acts such as speaking up and providing suggestions that will improve the quality and functioning of the team (e.g. gainsharing; Arthur & Aiman-Smith, 2001).”
• Let the evidence speak again! Financial incentives are more effective than we thought (2015, background): “For example, Arthur and Aiman-Smith (2001) reported that a joint union–management team developed a customised gainsharing formula (or family of measures) covering essential aspects of performance.”
• Deutero-Learning in Organizations: A Review and a Reformulation (2007, background): “Although these terms stem from different perspectives on organizational learning, a certain consensus seems to have been estab lished that the terms refer to comparable learning processes and outcomes (Argyris, 1996, 2003; Arthur & Aiman-Smith, 2001; Miner & Mezias, 1996).”
• Emotional intelligence and participation in decision-making: strategies for promoting organizational learning and change (2004, background): “Differing expectations arise depending on whether organizational learning is viewed as a cognitive or a behavioural response (Arthur and Aiman-Smith, 2001).”
• The origins and conceptualizations of ‘triple-loop’ learning: A critical review (2012, background): “Although these dichotomous terms stem from different perspectives on organizational learning, a reasonable consensus seems to have been established that they refer to comparable learning processes and outcomes (Argyris, 1996; Arthur and Aiman-Smith, 2001; Miner and Mezias, 1996).”