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Titolo:
MERIT PAY, PERFORMANCE-APPRAISAL, AND INDIVIDUAL MOTIVATION - AN ANALYSIS AND ALTERNATIVE
Autore:
CAMPBELL DJ; CAMPBELL KM; CHIA HB;
Indirizzi:
NATL UNIV SINGAPORE,DEPT ORG BEHAV SINGAPORE 0511 SINGAPORE
Titolo Testata:
Human resource management
fascicolo: 2, volume: 37, anno: 1998,
pagine: 131 - 146
SICI:
0090-4848(1998)37:2<131:MPPAIM>2.0.ZU;2-N
Fonte:
ISI
Lingua:
ENG
Soggetto:
CAUSAL ATTRIBUTIONS; POOR PERFORMANCE; SELF-APPRAISAL; SUPERVISORS; PERCEPTIONS; DIVERGENT;
Tipo documento:
Article
Natura:
Periodico
Settore Disciplinare:
Physical, Chemical & Earth Sciences
Physical, Chemical & Earth Sciences
Citazioni:
65
Recensione:
Indirizzi per estratti:
Citazione:
D.J. Campbell et al., "MERIT PAY, PERFORMANCE-APPRAISAL, AND INDIVIDUAL MOTIVATION - AN ANALYSIS AND ALTERNATIVE", Human resource management, 37(2), 1998, pp. 131-146

Abstract

Theories of motivation and common expectation argue that people who contribute more to an undertaking should receive more from it. This expectation has significantly influenced the design of compensation systems. Merit pay reflects this influence. Nonetheless, in spite of intuitive appeal and apparent theoretical support, merit pay rarely achievesits objectives. This article reviews five common implementation issues. It also argues that merit plans underemphasize important attribution biases that affect performance judgements. These biases suggest thatsuch plans would still have limited effectiveness, even if implementation problems were overcome. The article presents an alternative focused on group accomplishment. (C) 1998 John Wiley & Sons, Inc.

ASDD Area Sistemi Dipartimentali e Documentali, Università di Bologna, Catalogo delle riviste ed altri periodici
Documento generato il 03/04/20 alle ore 03:30:04