Pay-for-Performance’s Effect on Future Employee Performance

By Anthony J. Nyberg, Jenna R. Pieper, C. Trevor. 2016

129 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/f43a9e071a07d3533b16b98eb225b3d71928e9ee

How researchers see this paper

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

In Management Information Systems

1. B. Kuvaas
2. Anders Dysvik
3. Robert Buch
4. Marylène Gagné
5. Jacques Forest

In Organizational Behavior and Human Resource Management

1. Robert Buch
2. Marylène Gagné
3. Anders Dysvik
4. B. Kuvaas
5. Jacques Forest
6. Christina G. L. Nerstad
7. Nicolas Gillet
8. E. Fouquereau

Citations in the corpus

• Do you get what you pay for? Sales incentives and implications for motivation and changes in turnover intention and work effort (2016, background): “The main explanation for a positive relation between variable PFP and performance is instrumentality, that is, the perceived link between performance and pay, that in turn increases effort (Nyberg et al. 2013; Vroom, 1964).”