Compensation research past, present, and future
By James H. Dulebohn, Stephen E. Werling. 2007
112 citations recorded by the source corpus.
Subfields: Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/2c1165851569197d0992e62b223dfe6e44def38b
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In Organizational Behavior and Human Resource Management
Citations in the corpus
- A Study of Relationship between Satisfaction with Compensation and Work Motivation (2011, background): “Also, the ability to motivate workers and retain desired employees is largely influenced by compensation offered Dulebohn and Werling (2007).”
- Performance-enhancing compensation practices and employee productivity: The role of workplace bullying (2014, background): “Furthermore, while intrinsic motivators are important, extrinsic motivators such as pay continue to represent a central role in explaining why individuals are productive in the workplace (Dulebohn & Werling, 2007).”
- How Firms Shape Income Inequality: Stakeholder Power, Executive Decision Making, and the Structuring of Employment Relationships (2015, background): “Though jobs that require greater levels of competencies and are more highly valued by the firm receive greater pay, historically these systems were developed to create a sense of internal pay equity (Dulebohn & Werling, 2007).”
- Cross-cultural Differences in Compensation Level and Inequality across Occupations: A Set-theoretic Analysis (2011, background): “While research has explored various aspects of compensation systems for executives and other employees alike (for reviews, see Devers et al. 2007; Dulebohn and Werling 2007; Tosi et al. 2000; Werner and Ward 2004), studies investigating the impact of culture on compensation have remained scarce.”