1. Alford, L.; Beaty, H. (1951). Principle of Industrial Management, Ronald Press.
2. Bauer, D. J.; Preacher, K. J.; Gil, K. M. (2006). “Conceptualizing and testing random indirect effects and moderated mediation in multilevel models: new procedures and recommendations”. Psychological methods, 11(2), 142.
3. Becker, B. E.; Huselid, M. A. (1992). “The incentive effects of tournament compensation systems”. Administrative Science Quarterly, 37, 336-350.
4. Beer, M.; Cannon, M. (2004). “Promise and peril in implementing pay-for-performance”. Human Resource Management Journal, 43, 3-20.
5. Belcher, J. G. (1996). How to design and implement a results- oriented variable pay system. New York, American Management Association.
6. Berri, D. J.; Jewell, R. T. (2004). “Wage inequality and firm performance: Professional basketball's natural experiment”. Atlantic Economic Journal, 32, 130–139.
7. Blinder, A. S. (Ed.). (1990). Paying for productivity. Washington, DC: Brookings Institution.
8. Bloom, M. (1999). “The performance effects of pay dispersion on individuals and organizations”. Academy of Management Journal, 42(1), 25-40.
9. Brown, M. P.; Sturman, M. C.; Simmering, M. J. (2003). “Compensation policy and organizational performance: The efficiency, operational, and financial implications of pay levels and pay structure”. Academy of Management Journal, 46, 752–762.
- Bucklin, B. R.; Dickinson, A. M. (2001). “Individual monetary incentives: A review of different types of arrangements between performance and pay”. Journal of Organizational Behavior Management, 21(3), 45-137.
- Curran, P. J.; Bauer, D. J.; Willoughby, M. T. (2006). Testing and Probing Interactions in Hierarchical Linear Growth Models.
- DeVaro, J. (2006). “Strategic promotion tournaments and worker performance”. Strategic Management Journal, 27, 721–740.
- Dickinson, A. M.; Gillette, K. L. (1993). “A comparison of the effects of two individual monetary incentive systems on productivity: Piece rate pay versus base pay plus incentives”. Journal of Organizational Behavior Management, 14, 3-82.
- Drazin, R.; Glynn, M. A.; Kazanjian, R. K. (1999). “Multilevel theorizing about creativity in organizations: A sense making perspective”. Academy of Management Review, 24(2), 286-307.
- Flannery, T.; Hofrichter, D.; Platten, P. (1996). People, pay and performance. New York, Free Press
- Fredrickson, J.; Davis-Blake, A.; Sanders, W. (2010). “Sharing the wealth: Social comparisons and pay dispersion in the CEO's top team”. Strategic Management Journal, 31, 1031–1053.
- Gerhart, B.; Milkovich, G. T. (1990). “Organizational differences in managerial compensation and financial performance”. Academy of Management Journal, 33(4), 663-691.
- Hanlon, S. C.; Taylor, R. R. (1991). “An examination of changes in work group communication behaviors following installation of a gain sharing plan”. Group and Organization Studies, 16, 238-267.
- Hansen, D. G. (1997). “Worker performance and group incentives: A case study”. Industrial and Labor Relations Review, 51, 37-49.
- Hatcher, L.; Boss, J. L. (1991). “From individual incentives to an organization-wide gain sharing plan: Effects on team- work and product quality”. Journal of Organizational Behavior, 12, 169-183.
- Heyman, F. (2005). “Pay inequality and firm performance: Evidence from matched employer-employee data”. Applied Economics, 37, 1313–1327.
- Jenkins Jr, G. D.; Mitra, A.; Gupta, N.; Shaw, J. D. (1998). “Are financial incentives related to performance? A meta-analytic review of empirical research”. Journal of Applied Psychology, 83(5), 777.
- Kim, K. S. (1990). Multilevel data analysis: A comparison of analytical alternatives. Unpublished doctoral dissertation. University of California at Los Angeles.
- Klein, K. J.; Dansereau, F.; Hall, R. J. (1994). “Levels issues in theory development, data collection, and analysis”. Academy of Management Review, 19(2), 195-229.
- Kozlowski, S. W.; Klein, K. J. (2000). A multilevel approach to theory and research in organizations: Contextual, temporal, and emergent processes.
- Kreft, I. G. G. (1996). “Are multilevel techniques necessary? An overview, including simulation studies”. Unpublished manuscript, California State University at Los Angeles. Retrieved July 6, 2005 from http://www.calstatela.edu/faculty/ikreft/ quarterly.html
- Lawler, E. E. III. (1990). Strategic pay: Aligning organizational strategies and pay systems. San Francisco, CA: Jossey-Bass.
- Lazear, E. P. (1995). Personnel economics. Cambridge, MA, MIT Press.
- Lee, K.; Lev, B.; Yeo, G. (2008). “Executive pay dispersion, corporate governance, and firm performance”. Review of Quantitative Finance and Accounting, 30, 315–338.
- Lissy, W. E. (1993). “The salary scene”. Compensation and Benefits Review, 25(3): 17-18.
- Lyons, F. H.; Benora, D. (2002). “Total rewards strategy: The best foundation of pay for performance”. Compensation & Benefits Review, 34(2), 34-40.
- Maas, C. J.; Hox, J. J. (2005). “Sufficient sample sizes for multilevel modeling”. Methodology: European Journal of Research Methods for the Behavioral and Social Sciences, 1(3), 86-92.
- Maglieri, K. A. (2007). Evaluation of Performance under Various Pay Systems. Unpublished PhD dissertation, University of Nevada, May.
- Milkovich, G. T.; Newman, J. M. (2008). “Compensation”. (9th ed). New York, McGraw-Hill Irwin.
- Milkovich, G. T.; Stevens, J. (2000). “From pay to rewards: 100 years of change”. ACA Journal, 9(1), 6-18.
- Milkovich, G. T.; Gerhart, B.; Hannon, J. (1991). “The effects of research and development intensity on managerial compensation in large organizations”. The Journal of High Technology Management Research, 2(1), 133-150
- Mondello, M.; Maxcy, J. (2009). “The impact of salary dispersion and performance bonuses in NFL organizations”. Management Decision, 47, 110–123.
- Morgeson, F. P.; Hofmann, D. A. (1999). “The structure and function of collective constructs: Implications for multilevel research and theory development”. Academy of Management Review, 24(2), 249-265.
- Pfau, B.; Kay, I. (2002). “The hidden human resource: Shareholder value, Optimize”. Online, available at www.optimizemag.com/issue/008/pr_culture.htm
- Pfeffer, J.; Langton, N. (1993). “The effect of wage dispersion on satisfaction, productivity, and working collaboratively: Evidence from college and university faculty”. Administrative Science Quarterly, 38, 382–407.
- Raudenbush, S. W.; Bryk, A. S.; Congdon, R. T. (2002). Hierarchical linear modeling. Thousand Oaks, Sage.
- Reingold, J. (1997). “Executive pay: Special report”. Business Week, April 21, 58-66.
- Rynes, S. L.; Gerhart, B.; Parks, L. (2005). “Personnel psychology: Performance evaluation and pay for performance”. Annual Review of Psychology, 56, 571-600.
- Schuster, J. R.; Zingheim, P. K. (1993). “Building pays environments to facilitate high-performance teams”. ACA Journal, 2(1), 40-51.
- Sturman, M.; Trevor, C.; Boudreau, J.; Gerhart, B. (2003). “Is it worth it to win the talent war? Evaluating the utility of performance-based pay”. Personnel Psychology, 56, 997–1035.
- Watson, Wyatt. (2005). “Watson Wyatt's Strategic rewards and pay practices: Advancing the total rewards perspective“. 2004/2005 survey report. Retrieved from http://www.watsonwyatt.com/research
- Welbourne, T. M.; Cable, D. M. (1995). “Group incentives and pay satisfaction: Understanding the relationship through an identity theory perspective”. Human Relations, 48, 711-727.
|
