With companies often designing employee reward systems with the goal of increasing employee effort and performance, a key consideration is why employees often react differently to the same reward system. A study in The International Journal of Human Resource Management sought to understand the role that happiness and sadness can play in how workers value effort and reward. The study found that happy individuals are more likely to exert efforts for future rewards, while sad individuals tend to seek rewards without extra effort.
Key Topics: Effort; Reward; Happiness; Sadness; Motivation
With anxiety disorders on the rise, and negatively impacting organizational and employee performance, a study in the Journal of Occupational & Environmental Medicine examined the influence that job stressors had on panic attacks (PA) and panic disorders (PD). The study's findings indicated a significant relationship between job stressors and anxiety, and most notably employees with a high effort-reward imbalance were found to be significantly more at risk of PAs and PDs than those with a low effort-reward imbalance.
Key Topics: Effort-reward imbalance; Job stress; Panic attacks; Panic disorders
Barcelona and Real Madrid are dominant forces in world soccer as well as domestically in Spain, but what role does reward management play in their success and what can organizations learn from their successful team reward strategies? With organizations increasingly utilizing team work in order to increase company performance and competitive advantage there are some key lessons that they can learn from two of the most successful teams in world sport today.
Key Topics: Team performance; Pay-for-performance; Pay dispersion, Merit pay; Bonuses
Companies have more tools at their disposal now than ever before to elicit improved employee performance, but are the basics of meaningful work being forgotten? A study of Chinese administrative workers sought to examine the importance of job meaningfulness to workers, as well as both financial and recognition incentives on employee performance. All three factors were found to positively impact performance, with meaning found to be most significant in eliciting the greatest performance gains. These factors were also found to interact with each other in interesting ways.
Key Topics: Job meaning; Financial rewards; Recognition; Employee performance
With companies constantly striving for competitive advantage, continued innovation is central to the success of many companies. A Chinese study examined innovative employee behavior across multiple industries and the role of contextual and dispositional factors in this behavior. The study found that innovation job requirements and employee intrinsic interest in innovation had a significant impact on employee innovative behavior, and furthermore that reward could play an important role in eliciting innovative behavior.
Key Topics: Perceived innovation job requirement; Innovative behavior; Intrinsic interest in innovation; Rewards
Short-term bonuses have become prevalent in the workplace, with companies seeing them as valuable tools in engaging and motivating employees. A study in the high-tech manufacturing sector, examined the role of three types of bonuses (cash, family meal voucher, and verbal reward) in employee performance and absenteeism. All bonus types were found to increase performance and decrease absenteeism rates, although key differences in effects were found across the three types of bonuses.
Key Topics: Non-monetary rewards; Short-term bonuses; Employee performance; Absenteeism
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