2006
DOI: 10.1080/08956308.2006.11657395
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Total Rewards: Good Fit for Tech Workers

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Cited by 23 publications
(23 citation statements)
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“…The results of this study suggest that the inclusion of specific combinations of non-financial rewards do not have a significant impact on job attraction. The results were unexpected as literature indicated that a significant effect would arise from correctly and specifically designed total rewards packages (Rumpel and Medcof, 2006). In this case the expectation was that the inclusion of specific non-financial rewards would lead to an increase in job attraction.…”
Section: Outline Of the Resultsmentioning
confidence: 82%
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“…The results of this study suggest that the inclusion of specific combinations of non-financial rewards do not have a significant impact on job attraction. The results were unexpected as literature indicated that a significant effect would arise from correctly and specifically designed total rewards packages (Rumpel and Medcof, 2006). In this case the expectation was that the inclusion of specific non-financial rewards would lead to an increase in job attraction.…”
Section: Outline Of the Resultsmentioning
confidence: 82%
“…Furthermore, it is believed that effectively managed total rewards systems will have a strong positive influence on employee attraction, motivation, and retention (Rumpel and Medcof, 2006).…”
Section: Total Rewardsmentioning
confidence: 99%
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“…According to Mukhtar (2012), integrating and maintaining work-life balance into our lives is the current need. Rumpel and Medcof (2006) attest that usually the balance time spent at work and home is included in the work environment. Flexible working is one of the most important aspects for a balanced life (Hondor, 2014).…”
Section: Work-life Balance As Element Of Total Rewardsmentioning
confidence: 99%
“…So, it is very true in saying that total rewards are considered the total sum of the cost of each component of reward package an employee gets from his organization, and total reward is everything that an employee perceives valuable as a result of his employment relationship (Worldatwork, 2000). Total rewards are painstaking holistic approach that is beyond the focus on pay and benefits (Rumpel and Medcof, 2006). Another prominent and broad definition by Worldatwork (2000) is that total rewards are the mechanisms that usually employer uses in order to retain, stimulate and gratify employees.…”
Section: Total Rewards (Tr)mentioning
confidence: 99%