Article2004

Impact of variable risk preferences on the effectiveness of control by pay

John R. Deckop · Kimberly K. Merriman · Gary J Blau

52 citations0/0 files storedJournal of Occupational and Organizational Psychology

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Job Satisfaction and Organizational Behavior Employee Performance and Management Accounting and Organizational Management

Abstract

Pay for performance is an organizational control mechanism intended to align the interests of employer and employee. We investigated whether employee risk preference interferes with the effects of this ‘control by pay’ on attitudinal and behavioural outcomes. We found that the degree of consistency between risk preference and control by pay affected withdrawal intentions, contingent pay satisfaction and organizational citizenship behaviour, as hypothesized. The results suggest that the use of pay for performance as a control mechanism should take into account employee risk preference, and that this concern should apply broadly in the organization, not just at the executive level.

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References

1988Prospect theory: An analysis of decision under risk 1986Self-Reports in Organizational Research: Problems and Prospects 1989Agency Theory: An Assessment and Review 1990The measurement and antecedents of affective, continuance and normative commitment to the organization 1991Job Satisfaction and Organizational Commitment as Predictors of Organizational Citizenship and In-Role Behaviors 2001Justice at the millennium: A meta-analytic review of 25 years of organizational justice research.1996PERSON‐ORGANIZATION FIT: AN INTEGRATIVE REVIEW OF ITS CONCEPTUALIZATIONS, MEASUREMENT, AND IMPLICATIONS 2000A Meta-Analysis of Antecedents and Correlates of Employee Turnover: Update, Moderator Tests, and Research Implications for the Next Millennium

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