Work performance, affective commitment, and work motivation: the roles of pay administration and pay level

By B. Kuvaas. 2006

466 citations recorded by the source corpus.

Subfields: Communication, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/25facb3808159762bb40376fb70ffca7dabba825

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In Organizational Behavior and Human Resource Management

Citations in the corpus

The Multidimensional Work Motivation Scale: Validation evidence in seven languages and nine countries (2015, methodology): “, vitality; Ryan & Frederick, 1997), psychological distress (emotional exhaustion; Fernet, Gagné, & Austin, 2010), job effort (Kuvaas, 2006), and turnover intentions (Gagné, 2003).”
Transformational leadership and optimal functioning at work: On the mediating role of employees' perceived job characteristics and motivation (2015, background): “Although the link between work motivation and task performance has been largely ignored, Kuvaas (2006) found a positive relationship between intrinsic motivation (which is prototypically autonomous) and selfreported task performance.”
From Strategy to Action: Transforming Organizational Goals into Organizational Behavior (2018, unknown): “Another lens through which to examine this is by considering that contingent rewards have been proposed to foster economic exchange relationships, characterized by low trust, explicit obligations with a short-term perspective and an emphasis on the exchange of tangible resources, whereas promoting m”
The effects of core self‐evaluations and transformational leadership on organizational commitment (2012, background): “Accumulating evidence has indicated the contributions of various situational characteristics as key antecedents of organizational commitment (Kuvaas, 2006; Meyer et al., 2002; Park and Rainey, 2007).”
Linking justice, trust and innovative work behaviour to work engagement (2014, background): “Studies suggest that compared to traditional workers, managers are motivated by intrinsic rewards (Kuvaas, 2006), perceived opportunity for growth and achievement on the job (Thompson and Heron, 2005), and relationships with co-workers and supervisors (May et al.”
The Role of Pay Satisfaction and Organizational Commitment in Turnover Intentions: A Two-Sample Study (2008, background): “Future research should examine whether other variables mediate the effect of pay satisfaction on withdrawal cognitions and behaviors, such as for example intrinsic work motivation ( Kuvaas 2006 ).”
Pay for Performance in the Public Sector—Benefits and (Hidden) Costs (2010, methodology): “In the remainder of this article we will call these tasks ‘‘interesting tasks’’ (Hackman and Lawler 1971; Golombiewski 1980; Kuvaas 2006).”
Older workers motivation to continue to work: five meanings of age: A conceptual review (2008, background): “Cook and Wall (1980) and Kuvaas (2006), for example, found a positive relationship between organizational tenure and intrinsic motivation.”
Beyond the three-component model of organizational commitment. (2008, methodology): “…by many authors (e.g., Brickman, 1987; e.g., Brown, 1996; Buchanan, 1974; Mowday et al., 1982) and it is used as the sole indicator of commitment to the organization in many recent studies (Armstrong-Stassen, 2006; Kuvaas, 2006; Payne & Webber, 2006; Sturges, Conway, Guest, & Liefooghe, 2005).”