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Merit pay, performance appraisal, and individual motivation: An analysis and alternative
0 references·16 citing·55 second hopsampled
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  • 2005Employees’ overall perception of HRM effectiveness175 cited
  • 2005Aligning strategic human resource management and person–environment fit153 cited
  • 2016The Impact of Emotional Intelligence on Job Performance via the Mediating Role of Job Satisfaction137 cited
  • 2007Managing Employee Performance and Reward131 cited
  • 2007Managing Employee Performance and Reward: Concepts, Practices, Strategies105 cited
  • 2009The effect of people-related TQM practices on job satisfaction: a hierarchical model97 cited
  • 2017HR analytics and performance appraisal system97 cited
  • 2004Managing to Overload?94 cited
  • 2012Gender, Race, and the New (Merit‐Based) Employment Relationship88 cited
  • 2006Does pay‐for‐performance enhance perceived distributive justice for collectivistic employees?78 cited
  • 2012Employees’ Perception of Performance Appraisal System: A Case Study76 cited
  • 2006A cross-national investigation of incentive sales compensation72 cited
  • 2008An under-met and over-met expectations model of employee reactions to merit raises.67 cited
  • 2012Aligning global organizations' human capital needs and global supply‐chain strategies64 cited

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  • 2010Perceptions of politics and fairness in merit pay61 cited
  • 2018Merit‐based Rewards, Job Satisfaction and Voluntary Turnover: Moderating Effects of Employee Demographic Characteristics58 cited