Do rewards benefit the organization? the effects of reward types and the perceptions of diverse R&D professionals
Do rewards benefit the organization? the effects of reward types and the perceptions of diverse R&D professionals
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奖励对组织有利吗？
DOI：
10.1109/17.740037
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发表时间：
1999
影响因子：
5.8
通讯作者：
G. Farris
中科院分区：
文献类型：
--
作者：
Chao;C. Ford;G. Farris
以前的薪酬研究主要集中在个人的利益来自货币奖励，并默认不同的组织成员持有类似的信念，具体的奖励的效果。本文比较了R&D组织中不同人口群体的成员对不同类型的奖励产生组织效益的程度所持的信念。基于30家公司1000多名研发科学家和工程师的评估结果发现，人们普遍认为内在奖励和加薪会给组织带来好处。个人现金奖励通常被认为提供的好处最少。然而，不同种族和性别的成员对几种奖励的效用持有不同的信念。文章最后建议如何在不同的员工群体的信念的相似性和差异可能会影响在R&D设置的奖励管理。
Previous compensation research has focused primarily on individual benefits derived from monetary rewards and has tacitly assumed that diverse organization members hold similar beliefs regarding the efficacy of specific rewards. This article compares the beliefs held by members of diverse demographic groups in R&D organizations regarding the extent to which different types of rewards produce organizational benefits. Results based on evaluations from over 1000 R&D scientists and engineers across 30 companies found that intrinsic rewards and salary increases were widely believed to provide benefits to an organization. Individual cash rewards were generally seen as providing the fewest benefits. However, members of different ethnic groups and genders held different beliefs about the utility of several rewards. The article concludes by suggesting how similarities and differences in beliefs across a diverse group of employees could affect the management of rewards in R&D settings.