The Control and Punishment of Employees

Identifying stabilizing and destabilizing factors of job change: a qualitative study of employee retention in the Hong Kong travel agency industry

“…These results align with the existing literature, which suggests that monetary punishment leads to an accurate task performance (Li et al, 2016). Although punishment promotes effective regulatory compliance, employees' willingness to comply will decrease if the punishment is particularly unpleasant (Bugdol, 2018).…”

“…For others, the extent of employee acceptance of organizational culture and norms influences intention to quit or remain (Chen & Zhang, 2009). Controversial policies such as monetary penalties often become ineffectual, and end up damaging employee morale and triggering voluntary employee turnover (Bugdol, 2018). Also, stress tolerance was found to vary with the individual and depends on one's personality, motivation, ability, and experience (Tsaur & Tang, 2012).…”

Dyscyplina pracy w wybranych polskich organizacjach – problemy karania w opinii pracowników

“…Karanie miało także na celu utrzymanie pracowników, zapobieganie ich odejściu z organizacji 20 . W środowisku pracy karanie jest stosowane po to, aby zachować pewien ład społeczny, gdyż realizacja celów jest możliwa poprzez odpowiedni poziom współdziałania 21 .…”