版權說明:本文檔由用戶提供并上傳,收益歸屬內容提供方,若內容存在侵權,請進行舉報或認領
文檔簡介
1、Motivation, pay satisfaction, and job satisfaction of front-line employeesCarolyn Stringer University of Otago, Dunedin, New Zealand Jeni Didham Westpac, Sydney, Australia, and Paul Theivananthampillai University of Otag
2、o, Dunedin, New ZealandAbstractPurpose – This paper aims to explore the complex relationships between intrinsic and extrinsic motivation, pay satisfaction and job satisfaction at the retailer that uses a pay-for-performa
3、nce plan for front-line employees.Design/methodology/approach – This paper draws on a single organization case study across seven stores, and uses a survey, archival documents, open-ended questions and researcher interac
4、tion with employees and managers.Findings – The results provide some support for the complementary nature of intrinsic and extrinsic motivation. Intrinsic motivation was positively associated with pay and job satisfactio
5、ns, whereas extrinsic motivation was negatively associated with job satisfaction, and not associated with pay satisfaction. The qualitative insights indicate that pay fairness is important, and those who perceived pay wa
6、s not fair generally made comparisons with others or felt that pay did not reflect their effort. It is also found that the majority of employees perceived that goals were clear.Research limitations/implications – The dom
7、inance of extrinsic motivation without including behavioural, social, and psychological factors in agency theory research is questioned. The research finds no support for “crowding out”, but rather finds some evidence of
8、 “crowding in” where intrinsic motivation is enhanced, to the detriment of extrinsic motivation.Practical implications – The findings highlight that managers should enhance both intrinsic and extrinsic motivation, and pa
9、y employees well to increase job satisfaction.Originality/value – Few studies examine incentives for front-line employees, and there is evidence that minimum wage employees can have high intrinsic motivation. Perceptions
10、 of pay fairness can vary across motivation levels, age, and gender.Keywords Incentives (psychology), Motivation (psychology), Intrinsic motivation, Pay satisfaction, Job satisfaction, EmployeesPaper type Case studyThe c
11、urrent issue and full text archive of this journal is available atwww.emeraldinsight.com/1176-6093.htmThe authors would like to thank Professor Ralph Adler, Dr Rosalind Whiting, Associate Professor David Lont, Professor
12、Roger Willett, Dr Michael Falta, Sriyalatha Kumarasinghe, and seminar participants in the Department of Accountancy and Business Law at the University of Otago for their insightful comments. The authors are also grateful
13、 for the comments provided by Associate Professor Keith T. Jones and the participants of the 2008 American Accounting Association Conference in Los Angeles.Motivation of front-line employees161Qualitative Research in Acc
14、ounting Kominis and Emmanuel, 2005, 2007; Kunz and Pfaff, 2002; Ronen and Livingstone, 1975). The second contribution is the positive association between pay and intrinsic motivation, which suggests that the “crowding-o
15、ut” literature may have overstated the case that extrinsic rewards have a negative impact on intrinsic motivation (Kunz and Pfaff, 2002). Our third contribution is finding that intrinsic motivation increases job satisfac
16、tion, whereas extrinsic motivation decreases job satisfaction. This is consistent with the “crowding-in” argument (Frey, 1997). The fourth contribution is that perceptions of pay unfairness cut across levels of motivatio
17、n, age, and gender and are generally based on comparisons with other employees or feelings that pay did not reflect an individual’s effort. The literature section is followed by a description of the case study and survey
18、, then the discussion and analysis of the quantitative and qualitative results, and finally the conclusions.2. Literature 2.1 Motivation and pay satisfaction The philosophy behind pay-for-performance plans draws upon rei
19、nforcement theory that suggests that pay be linked to performance by setting specific targets and then rewarding individuals for achieving these targets (Heneman, 1992; Skinner, 1953). Agency theory is based on compensat
20、ion contracts designed to balance trade-offs between risk and incentives for individuals and groups in order to align the interests of managers and shareholders (Eisenhardt, 1989; Jensen and Meckling, 1976). Agency theor
21、y focuses on extrinsic rewards that are tangible and quantifiable (Merchant et al., 2003). Actions are rewarded and punished, and so this determines employees’ actions and effort and performance (Jensen and Murphy, 2004;
22、 Kreps, 1997). Therefore, pay is a powerful lever to influence extrinsic motivation (Locke et al., 1980). This gives rise to the following research proposition:P1. The association between pay satisfaction and extrinsic m
23、otivation is positive.The other form of motivation, intrinsic motivation, captures the aspects of doing work for its own sake (Osterloh and Frey, 2002; Ryan and Deci, 2000b), provides psychological benefits of well-being
溫馨提示
- 1. 本站所有資源如無特殊說明,都需要本地電腦安裝OFFICE2007和PDF閱讀器。圖紙軟件為CAD,CAXA,PROE,UG,SolidWorks等.壓縮文件請下載最新的WinRAR軟件解壓。
- 2. 本站的文檔不包含任何第三方提供的附件圖紙等,如果需要附件,請聯(lián)系上傳者。文件的所有權益歸上傳用戶所有。
- 3. 本站RAR壓縮包中若帶圖紙,網(wǎng)頁內容里面會有圖紙預覽,若沒有圖紙預覽就沒有圖紙。
- 4. 未經(jīng)權益所有人同意不得將文件中的內容挪作商業(yè)或盈利用途。
- 5. 眾賞文庫僅提供信息存儲空間,僅對用戶上傳內容的表現(xiàn)方式做保護處理,對用戶上傳分享的文檔內容本身不做任何修改或編輯,并不能對任何下載內容負責。
- 6. 下載文件中如有侵權或不適當內容,請與我們聯(lián)系,我們立即糾正。
- 7. 本站不保證下載資源的準確性、安全性和完整性, 同時也不承擔用戶因使用這些下載資源對自己和他人造成任何形式的傷害或損失。
最新文檔
- [雙語翻譯]外文翻譯--一線員工的激勵、薪酬滿意度和工作滿意度
- 2011年外文翻譯--一線員工的激勵、薪酬滿意度和工作滿意度(英文).PDF
- 2011年外文翻譯--一線員工的激勵、薪酬滿意度和工作滿意度
- 2011年外文翻譯--一線員工的激勵、薪酬滿意度和工作滿意度.DOCX
- [雙語翻譯]薪酬滿意度外文翻譯--領導力和薪酬滿意度(英文)
- [雙語翻譯]薪酬滿意度外文翻譯--公正認知和對薪酬滿意度組成部分的滿意度(英文)
- [雙語翻譯]薪酬滿意度外文翻譯--領導力和薪酬滿意度
- [雙語翻譯]薪酬滿意度外文翻譯--公正認知和對薪酬滿意度組成部分的滿意度
- [雙語翻譯]薪酬滿意度外文翻譯--公正認知和對薪酬滿意度組成部分的滿意度中英全
- [雙語翻譯]工作滿意度外文翻譯--實習階段的工作滿意度和工作績效(英文)
- [雙語翻譯]薪酬滿意度外文翻譯--領導力和薪酬滿意度中英全
- [雙語翻譯]員工滿意度外文翻譯--員工工作滿意度策略——以服務業(yè)為例(英文)
- [雙語翻譯]工作滿意度外文翻譯--工作環(huán)境對工作滿意度的影響(英文)
- [雙語翻譯]工作滿意度外文翻譯--實習階段的工作滿意度和工作績效
- [雙語翻譯]工作滿意度外文翻譯--作為工作行為調節(jié)器的工作滿意度(英文)
- [雙語翻譯]企業(yè)薪酬管理-外文文獻翻譯--留住員工和工作滿意度的戰(zhàn)略渠道(英文)
- [雙語翻譯]工作滿意度外文翻譯--變革型領導風格對工作滿意度的影響(英文)
- 2011年薪酬滿意度外文翻譯--公正認知和對薪酬滿意度組成部分的滿意度(英文).PDF
- [雙語翻譯]工作滿意度外文翻譯--工作環(huán)境對工作滿意度的影響
- [雙語翻譯]員工滿意度外文翻譯--員工工作滿意度策略——以服務業(yè)為例
評論
0/150
提交評論