The importance of pay in employee motivation: Discrepancies between what people say and what they do

By S. Rynes, B. Gerhart, Kathleen A. Minette. 2004

531 citations recorded by the source corpus.

Subfields: Management Information Systems, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/b0ff7bc9ddd379db17d0bd16f496f6b42a23fd04

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In Management Information Systems

In Organizational Behavior and Human Resource Management

Citations in the corpus

Individual differences in the relationship between satisfaction with job rewards and job satisfaction (2013, background): “…in an attempt to attract and retain the best-qualified employees and keep them satisfied and motivated (Armstrong, 2010; Bratton & Gold, 2003; Rynes et al., 2004), the existence of two person types with a different job rewards satisfaction–job satisfaction relationship has important…”
Employees without a Cause: The Motivational Effects of Prosocial Impact in Public Service (2008, background): “Accordingly, pay-for-performance plans, which have been highly effective in the private sector (for reviews, see Rynes, Gerhart, and Minette 2004; Rynes, Gerhart, and Parks 2005), have often been ineffective in motivating public service employees (Crewson 1997; Houston 2000; Ingraham 1993;…”
An Integrative HRM Process Theorization: Beyond Signalling Effects and Mutual Gains (2012, background): “The latter is more in line with Rynes et al. (2004), who argue that it is the qualities of the performance-based component that drive performance.”
What monetary rewards can and cannot do: How to show employees the money (2013, background): “…greater absolute pay levels relative to the competition, as well as a better alignment between monetary rewards and performance, allow organizations to attract and retain individuals who exhibit the highest levels of performance, need for achievement, and leadership qualities (Rynes et al., 2004).”
Show me The Money! do Financial Rewards for Performance Enhance or Undermine The Satisfaction from Emotional Labor? (2013, background): “The role of financial rewards in work settings, commonly used to motivate desired behaviors (Rynes et al., 2004) has also been a source of debate in practice (Kohn, 1993).”
Impact of Employees Motivation on Organizational Effectiveness (2011, background): “The main driving force of empowerment is having larger control over ‘how’ jobs are done and carried for more growth and productivity (Smith, B, 1997). According to Tannenbaum (1968), it is the study of internal organization power and control which illustrated that the distribution of power and contr”
Sorting and Incentive Effects of Pay for Performance: An Experimental Investigation (2007, background): “Rynes, Gerhart, and Minette (2004) recently argued that results of many attitudinal studies on the relative importance of various types of pay systems may have been subject to social desirability bias, a potential threat to both internal and external validity.”