Is It Worth It To Win The Talent War? Evaluating the Utility of Performance-Based Pay

By M. Sturman, C. Trevor, John W. Boudreau, B. Gerhart. 2003

138 citations recorded by the source corpus.

Subfields: Accounting, Management Information Systems, Safety Research

View Paper: https://www.semanticscholar.org/paper/fc5d65b673a6c6fb41a5981da589ca2c8e313995

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Citations in the corpus

Organizational learning culture and leader‐member exchange quality: The way to enhance organizational commitment and reduce turnover intentions (2013, background): “The relationship between organizational commitment and turnover intentions The literature on management has explored turnover intentions in relation to attitude, personality, job satisfaction, governmental policies, intelligence, unemployment and organizational commitment (Sturman et al., 2006).”
The effects of organizational learning culture and job satisfaction on motivation to transfer learning and turnover intention (2004, background): “Although studies have not been well integrated in the literature, HRD-related fields have explored turnover and turnover intention in association with job satisfaction, organizational commitment, personality, aptitude, intelligence, governmental policies, and rates of unemployment (Hatcher, 1999; St”
Exploring talent management in India: The neglected role of intrinsic rewards (2010, result): “Intrinsic rewards involve a positive psychological state within individuals generally accompanied by feelings of passion, energy, and enthusiasm (Conger & Kanungo, 1988; Macey & Schneider, 2008; Thomas, 2009a). This is similar to conceptions of engagement as ‘‘positive affectivity’’. In their review”
“Our Most Important Asset” (2014, background): “They are also criticized for being overly simplistic relative to utility analysis and for sometimes providing radically different recommendations as a consequence (e.g., Sturman et al., 2003).”
Sorting and Incentive Effects of Pay for Performance: An Experimental Investigation (2007, result): “Thus, our study demonstrates that the labor cost per-unit of production can be lower under PFP, consistent with Sturman et al.’s (2003) hypothetical scenario study.”
6 Pay and Performance: Individuals, Groups, and Executives (2009, background): “Fourth, any discussion of whether PFP “works” must, to be practically useful, provide some sort of cost–benefit or ROI analysis (Sturman, Trevor, Boudreau, & Gerhart, 2003 ).”
Turnover prediction using attitudes towards benefits, pay, and pay satisfaction among employees and entrepreneurs in Estonia, Latvia, and Lithuania (2011, background): “Employers view compensation as a major cost factor of production, and as a necessary inducement for attracting suitable job applicants in addition to retaining valued employees, motivating performance, and other desirable behaviors (Carter and Van Auken, 1990, 2005; Sturman, 2003; Sturman et al., 20”
Keeping Your Headcount When All About You Are Losing Theirs: Downsizing, Voluntary Turnover Rates, and The Moderating Role of HR Practices (2008, background): “Because more valuable employees are more likely to facilitate organizational success, the field is becoming increasingly focused on their retention (e.g., Lavelle, 2003; Lee, Mitchell, Sablynski, Burton, & Holtom, 2004; Sturman et al., 2003; Trevor, 2001; Trevor, Gerhart, & Boudreau, 1997).”