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Why Do Employers Only Reward Extreme Performance? Examining the Relationships Among Performance, Pay, and Turnover
13 references·16 citing·43 second hop
Why Do Employers Only Reward Extreme Performance? Examining the Relationships Among Performance, Pay, and Turnover (1992)Why Do Employers Only Reward Extreme Perf…The Fair Wage-Effort Hypothesis and Unemployment (1990)The Fair Wage-Effort Hypothes…DO GOOD OR POOR PERFORMERS LEAVE? A META-ANALYSIS OF THE RELATIONSHIP BETWEEN PERFORMANCE AND TURNOVER. (1987)DO GOOD OR POOR PERFORMERS LE…Distributive Justice: A Social-Psychological Perspective (1987)Distributive Justice: A Socia…Managing Human Assets. (1986)Managing Human Assets.A review and meta-analysis of research on the relationship between behavioral intentions and employee turnover. (1984)A review and meta-analysis of…Split Roles in Performance Appraisal (1981)Split Roles in Performance Ap…Experience, Performance, and Earnings (1980)Experience, Performance, and …Moral Hazard and Observability (1979)Moral Hazard and ObservabilityThe Distribution of Rewards and Resources in Groups and Organizations (1976)The Distribution of Rewards a…The pay-for-performance dilemma (1975)The pay-for-performance dilem…Pay and Organizational Effectiveness: A Psychological View. (1972)Pay and Organizational Effect…Inequity In Social Exchange (1965)Inequity In Social ExchangeSocial Behavior: Its Elementary Forms (1963)Social Behavior: Its Elementa…Toward Mature Talent Management: Beyond Shareholder Value (2014)Toward Mature Talent Manageme…Politically connected boards and top executive pay in Chinese listed firms (2014)Politically connected boards …When overconfidence is revealed to others: Testing the status-enhancement theory of overconfidence (2013)When overconfidence is reveal…Heterogeneity in turnover: The effect of relative compensation dispersion of firms on the mobility and entrepreneurship of extreme performers (2012)Heterogeneity in turnover: Th…Managerial capabilities and paths to growth as determinants of high-growth small and medium-sized enterprises (2011)Managerial capabilities and p…The effect of CEO pay deviations on CEO withdrawal, firm size, and firm profits (2009)The effect of CEO pay deviati…Social Reality, the Boundaries of Self-Fulfilling Prophecy, and Economics (2009)Social Reality, the Boundarie…Envy, comparison costs, and the economic theory of the firm (2008)Envy, comparison costs, and t…Leadership effectiveness, leadership style and employee readiness (2005)Leadership effectiveness, lea…In Search of the Elusive U-Shaped Performance-Turnover Relationship: Are High Performing Swiss Bankers More Liable to Quit? (2005)In Search of the Elusive U-Sh…Informal and formal organization in new institutional economics (2004)Informal and formal organizat…Predicting hotel managers’ turnover cognitions (2003)Predicting hotel managers’ tu…Unweaving leaving: the use of models in the management of employee turnover (2001)Unweaving leaving: the use of…The Effect of Reward Structures on the Performance of Cross-Functional Product Development Teams (2001)The Effect of Reward Structur…Explaining Organizational Diseconomies of Scale in R&D: Agency Problems and the Allocation of Engineering Talent, Ideas, and Effort by Firm Size (1994)Explaining Organizational Dis…Turnover, Transfer, Absenteeism: An interdependent Perspective (1993)Turnover, Transfer, Absenteei…The Theory of Syndicates (1968)Essays in the Theory of Risk-Bearing. (1972)Markets and Hierarchies: Analysis and Antitrust Implications. (1976)Good News and Bad News: Representation Theorems and Applications (1981)Financial Intermediation and Delegated Monitoring (1984)Agency Costs, Net Worth, And Business Fluctuations (1988)Equilibrium Unemployment as a Worker Discipline Device (1986)HUMAN RESOURCE MANAGEMENT AND INDUSTRIAL RELATIONS[1] (1987)Fairness as a Constraint on Profit Seeking: Entitlements in the Market (2000)Pay Enough or Don't Pay at All* (2000)A theory of sequential reciprocity (2003)Identity and the Economics of Organizations (2005)Human Capital: A Theoretical and Empirical Analysis, with Special Reference to Education (1964)Human Capital, A Theoretical and Empirical Analysis with Special Reference to Education (1967)Why Is There Mandatory Retirement? (1979)Job Duration, Seniority, and Earnings (1986)Employer Learning and Statistical Discrimination (2001)Workplace Training in Europe (2005)A Theory of Social Comparison Processes (1954)A Theory of Cognitive Dissonance (1957)Exchange and Power in Social Life. (1965)Social stigma and self-esteem: The self-protective properties of stigma. (1989)FOUNDATION FOR A GENERAL STRAIN THEORY OF CRIME AND DELINQUENCY* (1992)Understanding knowledge sharing in virtual communities: An integration of social capital and social cognitive theories (2006)Belief, Attitude, Intention and Behavior: An Introduction to Theory and Research (1975)Toward an understanding of the burnout phenomenon. (1986)Self-generated validity and other effects of measurement on belief, attitude, intention, and behavior. (1988)One hundred years of employee turnover theory and research. (2017)Consequences of individual feedback on behavior in organizations. (1979)Satisfaction and comparison income (1996)Relational Contracts and the Theory of the Firm (2002)FOUCAULT, POWER/KNOWLEDGE, AND ITS RELEVANCE FOR HUMAN RESOURCE MANAGEMENT (1993)An Exploration of How the Employee–Organization Relationship Affects the Linkage Between Perception of Developmental Human Resource Practices and Employee Outcomes* (2007)HRM and Performance: Achievements, Methodological Issues and Prospects (2008)CURRENT RESEARCH IN SOCIAL PSYCHOLOGY (1996)Disrespect and the Experience of Injustice (2001)Uncertainty management by means of fairness judgments (2002)A Theory of Fairness, Competition, and Cooperation (1999)Social Capital in the Creation of Human Capital (2000)Social Exchange Theory: An Interdisciplinary Review (2005)The justice motive: Some hypotheses as to its origins and forms 1 (1977)Psychological models of the justice motive: Antecedents of distributive and procedural justice. 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this work references cited by second hop

References

  • 1965Inequity In Social Exchange10,813 cited
  • 1979Moral Hazard and Observability8,358 cited
  • 1963Social Behavior: Its Elementary Forms4,692 cited
  • 1990The Fair Wage-Effort Hypothesis and Unemployment2,170 cited
  • 1984A review and meta-analysis of research on the relationship between behavioral intentions and employee turnover.1,060 cited
  • 1976The Distribution of Rewards and Resources in Groups and Organizations1,013 cited
  • 1972Pay and Organizational Effectiveness: A Psychological View.823 cited
  • 1987Distributive Justice: A Social-Psychological Perspective813 cited
  • 1986Managing Human Assets.732 cited
  • 1980Experience, Performance, and Earnings666 cited
  • 1981Split Roles in Performance Appraisal340 cited
  • 1987DO GOOD OR POOR PERFORMERS LEAVE? A META-ANALYSIS OF THE RELATIONSHIP BETWEEN PERFORMANCE AND TURNOVER.303 cited
  • 1975The pay-for-performance dilemma178 cited

Cited by

  • 2008Envy, comparison costs, and the economic theory of the firm321 cited
  • 2001The Effect of Reward Structures on the Performance of Cross-Functional Product Development Teams320 cited

Only edges whose both ends are imported exist here. Widen the year window, or show the whole map. Back to the work

  • 1994Explaining Organizational Diseconomies of Scale in R&D: Agency Problems and the Allocation of Engineering Talent, Ideas, and Effort by Firm Size317 cited
  • 2012Heterogeneity in turnover: The effect of relative compensation dispersion of firms on the mobility and entrepreneurship of extreme performers242 cited
  • 2003Predicting hotel managers’ turnover cognitions208 cited
  • 2005Leadership effectiveness, leadership style and employee readiness193 cited
  • 2014Toward Mature Talent Management: Beyond Shareholder Value167 cited
  • 2011Managerial capabilities and paths to growth as determinants of high-growth small and medium-sized enterprises167 cited
  • 2004Informal and formal organization in new institutional economics160 cited
  • 2013When overconfidence is revealed to others: Testing the status-enhancement theory of overconfidence153 cited
  • 2009The effect of CEO pay deviations on CEO withdrawal, firm size, and firm profits149 cited
  • 2001Unweaving leaving: the use of models in the management of employee turnover147 cited
  • 2014Politically connected boards and top executive pay in Chinese listed firms146 cited
  • 2009Social Reality, the Boundaries of Self-Fulfilling Prophecy, and Economics142 cited
  • 2005In Search of the Elusive U-Shaped Performance-Turnover Relationship: Are High Performing Swiss Bankers More Liable to Quit?139 cited
  • 1993Turnover, Transfer, Absenteeism: An interdependent Perspective125 cited