Pay Enough, Don't Pay Too Much or Don't Pay at All? The Impact of Bonus Intensity on Job Satisfaction

Pouliakas, Konstantinos

doi:10.1111/j.1467-6435.2010.00490.x

Cited by 34 publications

(16 citation statements)

References 62 publications

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“…21 In particular, a 1 percentage point increase in the average intensity of PRP per establishment is found to be associated with a 14 percentage point decrease on mean absence. This result closely resembles those of Gneezy and Rustichini (2000) and Pouliakas (2010) who have shown that a higher intensity of incentive pay is associated with greater job satisfaction and intrinsic motivation among employees. 21 An alternative yet more arbitrary specification has also been utilized, whereby the continuous PRP intensity variable has been separated into a number of indicator dummies (e.g.…”

Section: Effect Of Proportion Of Prp Tied To Earnings: Ashe-wers Datasupporting

confidence: 72%

The Effect of Variable Pay Schemes on Workplace Absenteeism

Pouliakas

Θεοδωρόπουλος²

2012

Research in Labor Economics

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. www.econstor.eu The Institute for the Study of Labor (IZA) in Bonn is a local and virtual international research center and a place of communication between science, politics and business. IZA is an independent nonprofit organization supported by Deutsche Post Foundation. The center is associated with the University of Bonn and offers a stimulating research environment through its international network, workshops and conferences, data service, project support, research visits and doctoral program. IZA engages in (i) original and internationally competitive research in all fields of labor economics, (ii) development of policy concepts, and (iii) dissemination of research results and concepts to the interested public. Terms of use: Documents in D I S C U S S I O N P A P E R S E R I E SIZA Discussion Papers often represent preliminary work and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be available directly from the author. We estimate the effect of variable pay schemes on workplace absenteeism using two cross sections of British establishments. Private sector establishments that explicitly link pay with individual performance are found to have significantly lower absence rates. This effect is stronger for establishments that offer variable pay schemes to a greater share of their nonmanagerial workforce. Matched employer-employee data suggest that the effect is robust to a number of sensitivity tests. We also find that firms that tie a greater proportion of employees' earnings to variable pay schemes are also found to experience lower absence rates. Further, quintile regression results suggest that variable pay schemes have a stronger effect on establishments with an absence rate that is higher than an average or "sustainable" level. Finally, panel data suggest that a feedback mechanism is present, whereby high absenteeism in the past is related to a greater future incidence of individual variable pay schemes, which, in turn, is correlated with lower absence rates.JEL Classification: J22, J33, C21

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Section: Effect Of Proportion Of Prp Tied To Earnings: Ashe-wers Datasupporting

confidence: 72%

The Effect of Variable Pay Schemes on Workplace Absenteeism

Pouliakas

Θεοδωρόπουλος²

2012

Research in Labor Economics

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“…Thus, this passionate error will develop and aggregate over circumstances along these lines which make employees become unsatisfied working for the association. Pouliakas (2010) found that there is a huge negative relationship between bonus payments and the satisfaction of workers with the actual job itself. Financial motivators positively affect worker's utility and performance.…”

Section: Job Satisfactionmentioning

confidence: 99%

The Impact of Financial Reward on Job Satisfaction and Performance: Implications for Blue Collar Employees

Zaraket¹,

Saber²

2017

CUBR

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Job satisfaction has been tested and proven as one of the factors that connect employees to their organization.Additionally, job satisfaction leads to better employee performance. Hence, the main purpose of this study is to investigate the impact of financial rewards on job satisfaction and employee performance of the Blue Collar employees in the construction, contracting and printing industries in Lebanon. The data for this study were collected using self-administered questionnaires from 250 employees working in the construction contracting and printing sectors in Lebanon. The response rate was 52 percent (129 employees) after data screening; the data were analyzed using SPSS to describe the demographic profile of respondents and multiple linear regression analysis to test the relationship between variables. The hypotheses proposed to be tested through the research were verified. As expected, the results show a significant relationship between financial rewards and job satisfaction. Furthermore, job satisfaction bears positive relationship on employee performance. The organization should consider financial rewards as one of the factors in promoting job satisfaction that leads to employee performance among employees in the construction contracting and printing sectors.

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“…The issue of job satisfaction is a popular subject in scientific terms and there are thousands of related studies (Judge, 2000), albeit there is an obscure point. Though the factors (Decker, 1997;Castillo and Cano, 2004), intensity (Fisher, 1998;Pouliakas, 2010), and outcomes (Brown and Peterson, 1993;Hagedorn, 2000) of workers' (Donavan et al, 2004;Borzaga and Tortia, 2006) and managers' (Wells, 1990;Kim and Brymer, 2011) job satisfaction are considered, the nature of business owners' job satisfaction is rather rarely subjected in the literature (Stoner et al, 1990;Boles, 1996), and it is even much rare in the Turkish literature (Ayranci, 2011). Along with this rarity, the literature does not point out a dedicated instrument to measure the extent or the factors of business owners' job satisfaction; hence the authors facilitate from many instruments similar to the approach of Ayranci (2011) in order to find out the factors, upon which job satisfaction of SME owners depend.…”

Section: Introductionmentioning

confidence: 98%

A Research on Job Satisfaction Factors of Private Entrepreneurs: The Case of Beylikduzu Organized Industrial Zone

Ayrancı

Ayranci

2015

Procedia - Social and Behavioral Sciences

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There is profound evidence that entrepreneurship is not solely a very attention-taking fact in business context, but is also a very prominent subject in terms of scientific research. There are many studies performed to understand the reasons, nature, factors, and results of entrepreneurship in both national and international literature; albeit the focus on the small and medium-sized enterprises in organized industrial zones is not much emphasized in the Turkish literature. An aim of this current study is to contribute to the relevant literature in this sense. Another aim is towards the subject of job satisfaction; there are indeed countless studies considering job satisfaction of the workers and managers in many different contexts in the world. A gap is that the job satisfaction factors of business owners are generally ignored in the literature, and this gap is intended to be partly filled in by this study. Put together, this study investigates the factors, which contribute to the business owners' satisfaction with their own businesses in the Turkish context with an emphasis on small and medium-sized enterprises. For the operationalization of this investigation, owners of small and medium-sized enterprises in Beylikdüzü Organized Industrial Zone are selected and many instruments are combined in order to cover as many job satisfaction factors as possible. Evidence from Turkish literature is also found and noted in this process, with the intention of building upon the current body of research. The results yield that there are multiple factors related to the business owners' job satisfaction.

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Pay Enough, Don't Pay Too Much or Don't Pay at All? The Impact of Bonus Intensity on Job Satisfaction

Cited by 34 publications

References 62 publications

The Effect of Variable Pay Schemes on Workplace Absenteeism

The Effect of Variable Pay Schemes on Workplace Absenteeism

The Impact of Financial Reward on Job Satisfaction and Performance: Implications for Blue Collar Employees

A Research on Job Satisfaction Factors of Private Entrepreneurs: The Case of Beylikduzu Organized Industrial Zone

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