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Causal connections among managers' merit pay, job satisfaction, and performance.

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References

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1993Fitting Job Performance into Turnover Model: An Examination of the Form of the Job Performance-Turnover Relationship and a Path Model72 cited
1977AN EMPIRICAL TEST OF CAUSAL INFERENCE BETWEEN ROLE PERCEPTIONS, SATISFACTION WITH WORK, PERFORMANCE AND ORGANIZATIONAL LEVEL72 cited
1989Exploring salesperson turnover: A causal model62 cited
1979Questions of Causation in the Path-Goal Theory of Leadership61 cited
1981Relation of Organisational Structure to Job Satisfaction, Anxiety-Stress and Performance

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59 cited

2018Merit‐based Rewards, Job Satisfaction and Voluntary Turnover: Moderating Effects of Employee Demographic Characteristics58 cited

1981Effects of Withdrawal of a Performance-Contingent Reward on Supervisory Influence and Power56 cited

2016Spurious or True? An Exploration of Antecedents and Simultaneity of Job Performance and Job Satisfaction Across the Sectors55 cited

1974The Perceived Purposefulness of Job Behavior: Antecedents and Consequences49 cited

1976Boundary Conditions for Expectancy Theory Predictions of Work Motivation and Job Performance49 cited

1980EFFECTS OF HIGHER ORDER NEED STRENGTH ON THE JOB PERFORMANCE–JOB SATISFACTION RELATIONSHIP40 cited

2017Disability status, individual variable pay, and pay satisfaction: Does relational and institutional trust make a difference?38 cited

1988A discrepancy theory of the relationship between communication and job satisfaction38 cited

1978The performance to satisfaction relationship: A causal analysis of stimulating and nonstimulating jobs34 cited

1977Causal Modeling of Psychological Success in Work Organizations33 cited

1979The Effects of Positively and Negatively Contingent Rewards and Individual Differences on Performance, Satisfaction, and Expectations19 cited