Individual recognition plans

Published on Jan 1, 2016
J Shields , Sarah Kaine8
Estimated H-index: 8
  • References (0)
  • Citations (0)
Isabel Maria Xavier1
Estimated H-index: 1
(UNSW: University of New South Wales),
Denise M. Jepsen8
Estimated H-index: 8
(Macquarie University)
This study investigated whether environmental stressors predict perceptions of psychological contract breach and associated feelings of violation in employees from a large manufacturing organization. It was proposed that increasing levels of job stress as a result of changes in the employment context may account for the rising incidence of perceived contract breach. The results suggest that breach and violation are more likely when employees are experiencing role conflict, perceive a lack of car...
Published on Mar 1, 2015in Journal of Public Health1.65
T. Braun1
Estimated H-index: 1
Clare Bambra44
Estimated H-index: 44
(Durham University)
+ 2 AuthorsEugene Milne10
Estimated H-index: 10
(Durham University)
Background This paper presents the results of an evaluation of the Better Health at Work Award—a structured regional workplace health programme which combined changes to the work environment with lifestyle interventions. Methods Baseline and follow-up data on sickness-absence rates and programme costs were collected retrospectively via a web survey of all participating organizations. Changes over time were calculated using 95% confidence intervals of the mean, supplemented by hypothesis testing ...
Yingyan Wang6
Estimated H-index: 6
(Hiroshima City University)
Although there is now considerable research concerning organizational citizenship behavior (OCB), little is known about the possibility of the transposition of such a research topic to a Japanese context. This study proposes and substantiates a three-dimension model of OCB in the Japanese context, comprising voluntary involvement, generalized compliance, and personal industry. Furthermore, the examination of the relationship between organizational commitment and OCB indicates that affective comm...
Published on Jan 1, 2015in Journal of Applied Psychology5.07
Joo Hun Han3
Estimated H-index: 3
(RU: Rutgers University),
Kathryn M. Bartol39
Estimated H-index: 39
(UMD: University of Maryland, College Park),
Seongsu Kim12
Estimated H-index: 12
(SNU: Seoul National University)
Drawing upon line-of-sight (Lawler, 1990, 2000; Murphy, 1999) as a unifying concept, we examine the cross-level influence of organizational use of individual pay-for-performance (PFP), theorizing that its impact on individual employees’ performance-reward expectancy is boosted by the moderating effects of immediate group managers’ contingent reward leadership and organizational use of profit-sharing. Performance-reward expectancy is then expected to mediate the interactive effects of individual ...
Published on Jan 1, 2015in Asia Pacific Journal of Human Resources0.89
Carolyn Timms13
Estimated H-index: 13
(JCU: James Cook University),
Paula Brough31
Estimated H-index: 31
(Griffith University)
+ 4 AuthorsDanny Lo7
Estimated H-index: 7
Flexible work arrangements (FWAs) are often written into company policies to demonstrate organisational sensitivity to potentially difficult interfaces between employees’ work and non-work domains. The current research investigated employees’ use of FWAs and relationship to work engagement, with turnover intentions and psychological strain also used as criterion variables for comparison purposes. A heterogeneous sample of Australian employees (N = 823) responded to two waves of data collection s...
John Shields9
Estimated H-index: 9
Dow Scott7
Estimated H-index: 7
+ 1 AuthorsPaulo Goelzer1
Estimated H-index: 1
This study examines how perceived in-role (or horizontal) pay differences and understanding of the pay system influence three key performance-related attitudes, namely, organizational commitment, willingness to cooperate, and intent to quit, both directly and indirectly via perceived pay fairness. Toward this end, we apply structural equation modeling to self-report survey-based evidence collected from full-time employees in a major United States supermarket licensing group (n = 159). As expecte...
Oana Alexandra Albertsen1
Estimated H-index: 1
(AU: Aarhus University),
Rainer Lueg11
Estimated H-index: 11
(AU: Aarhus University)
Purpose – This paper aims to review the literature on the balanced scorecard (BSC) system. The BSC may well be one of the most popular performance measurement systems, but this is not synonymous with successful. The inventors of the BSC, Kaplan and Norton, actually emphasize that a BSC can only really impact the organizational performance if it is linked to the actors’ intrinsic and extrinsic incentives. As BSC has existed for more than 20 years, the authors find it relevant to survey the extant...
Published on Oct 2, 2014in School Effectiveness and School Improvement1.81
Nyasha Tirivayi4
Estimated H-index: 4
(UM: Maastricht University),
Henriette Maassen van den Brink22
Estimated H-index: 22
(UM: Maastricht University),
Wim Groot35
Estimated H-index: 35
(UM: Maastricht University)
The effects of teachers’ group incentives on student achievement are examined by reviewing theoretical arguments and empirical studies published between 1990 and 2011. Studies from developing countries reported positive effects of group incentives on student test scores. However, experimental studies from developed countries reported insignificant effects. Some of the evidence appears to show a positive association between small group size of teachers and the effectiveness of group incentives. S...
Published on Sep 1, 2014in Journal of Occupational and Environmental Medicine1.59
Ron Z. Goetzel22
Estimated H-index: 22
(Johns Hopkins University),
Rachel Mosher Henke7
Estimated H-index: 7
(Truven Health Analytics)
+ 19 AuthorsRebecca K. Kelly4
Estimated H-index: 4
(UA: University of Alabama)
Objective: To respond to the question, “Do workplace health promotion programs work?” Methods: A compilation of the evidence on workplace programs’ effectiveness coupled with recommendations for critical review of outcome studies. Also, reviewed are recent studies questioning the value of workplace programs. Results: Evidence accumulated over the past three decades shows that well-designed and well-executed programs that are founded on evidence-based principles can achieve positive health and fi...
Published on Aug 18, 2014in Public Management Review3.16
Seejeen Park2
Estimated H-index: 2
(FSU: Florida State University),
Frances Stokes Berry15
Estimated H-index: 15
(FSU: Florida State University)
Pay-for-performance (PFP) is a popular management approach that came out of the business sector and was adopted as a centre piece of the 1978 US Civil Service Reform Act. An extensive set of studies assess PFP as largely unsuccessful in the federal government, and many of the private sector studies also found problems in PFP in the private sector. Yet, PFP continues to be adopted by governments in Europe, the United States and Australia. Our study examines the original adoption of PFP in 1978 to...
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