2007
DOI: 10.1016/j.hitech.2007.03.004
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High technology workers and total rewards

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Cited by 19 publications
(20 citation statements)
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References 35 publications
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“…The results provide empirical support for the conclusions of Diaz and Gomez-Mejia (1997) and Medcof and Rumpel (2007) that a reward system can encourage R&D workers in their strong achievement orientation, willingness to take risks, and tolerance for ambiguity, all of which, in turn, lead to success.…”
Section: The Direct Effect Management Activities To Fei Performancesupporting
confidence: 76%
See 1 more Smart Citation
“…The results provide empirical support for the conclusions of Diaz and Gomez-Mejia (1997) and Medcof and Rumpel (2007) that a reward system can encourage R&D workers in their strong achievement orientation, willingness to take risks, and tolerance for ambiguity, all of which, in turn, lead to success.…”
Section: The Direct Effect Management Activities To Fei Performancesupporting
confidence: 76%
“…For this study, a sample of 1260 firms was drawn which deleted one copy when the same firm was mentioned twice and retained the firms engaged in research and development (R&D). High technology firms were chosen because they are characterized by extremely short product life cycles and rapidly changing technologies (Medcof & Rumpel, 2007;Tsai & Huang, 2008), and have invested considerable R&D expenditure (Yang, 2005) in NPD activities.…”
Section: Samplingmentioning
confidence: 99%
“…Total rewards consist of all monetary, nonmonetary, extrinsic, intrinsic, and social benefits that an employee could receive from his or her employer organization (Chinyio, Suresh, & Salisu, 2018;Dessler & Cole, 2011;Dobson, 2009;Morgan et al, 2013;Twenge et al, 2010). Several studies have demonstrated the critical role played by a total rewards approach in ensuring organizational commitment and willingness to remain among employees (Chiboiwa et al, 2010;Medcof & Rumple, 2007;Morgan et al, 2013;Newman & Sheikh, 2012). Wang (2004) furthermore argued that the increased motivation and retention of employees, as a result of total rewards, contributed to ensuring top-notch individual performance and workforce loyalty.…”
Section: Total Rewardsmentioning
confidence: 99%
“…It is considered as everything of value that forms part of the relationship between an employer and an employee (Medcof & Rumpel, 2007). According to WorldatWork (2010), the following five elements of reward have a direct relationship on an organisation's ability to attract, motivate and retain employees:…”
Section: Theoretical Framework Surrounding Rewardsmentioning
confidence: 99%
“…Lazear (1995) concluded that the reward systems of organisations should be tailored to take the characteristics of their workforce into account. Medcof and Rumpel (2007) assert that there is a difference in reward preferences between industries. The results of this study lend support to both Lazear (1995) and Medcof and Rumpel (2007) and support the notion of context-specific reward preferences.…”
Section: Research Question 1: What Reward Preferences Do Employees Inmentioning
confidence: 99%