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Administrative Science Quarterly articles from June 1992
Administrative Science Quarterly is a peer-reviewed, interdisciplinary journal publishing theoretical and empirical work aimed at advancing the study of organizational behavior and theory. Administrative Science Quarterly publishes both qualitative and quantitative work, in addition to purely theoretical papers.
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Administrative Science Quarterly archives from June 1992
Why do employers only reward extreme performance? Examining the relationships among performance, pay, and turnover. (Process and Outcome: Perspectives on the Distribution of Rewards in Organizations)
June 1, 1992... This study develops an efficiency explanation for commonly observed performance-based compensation contracts that aggressively reward extreme performance while largely disregarding performance distinctions for moderate performance levels. In...
Reversals of preference in allocation decisions: judging an alternative versus choosing among alternatives. (includes appendices) (Process and Outcome: Perspectives on the Distribution of Rewards in Organizations)
June 1, 1992... This paper identifies a systematic instability in the weight that people place on interpersonal comparisons of outcomes. When evaluating the desirability of a single outcome consisting of a payoff for oneself and another person, people display...
The influence of prior commitment to an institution on reactions to perceived unfairness: the higher they are, the harder they fall. (Process and Outcome: Perspectives on the Distribution of Rewards in Organizations)
June 1, 1992... The influence of individuals' prior commitment to an institution on their reactions to the perceived fairness of decisions rendered by the institution was examined in two different field settings. The first study examined how layoff survivors'...
Women's entry into management: trends in earnings, authority, and values among salaried managers. (Process and Outcome: Perspectives on the Distribution of Rewards in Organizations)
June 1, 1992... This paper examines whether the dramatic increase in women's representation among managers between 1970 and 1988 was real or was simply a case of women being given managerial titles but not commensurate pay or supervisory responsibility....
Product quality and pay equity between lower-level employees and top management: an investigation of distributive justice theory. (Process and Outcome: Perspectives on the Distribution of Rewards in Organizations)
June 1, 1992... The relationship between interclass pay equity and product quality is examined in a sample of 102 corporate business units. A small pay differential between lower-level employees and upper-echelon managers (after controlling of inputs) is...
Play for pay: effects of inequity in a pay-for-performance context. (includes appendix) (Process and Outcome: Perspectives on the Distribution of Rewards in Organizations)
June 1, 1992... This research explores the effects of an objectively determined, continous measure of inequity on composite measures of individual performance in a pay-for-performance context, professional baseball and basketball. It was hypothesized that...
The incentive effects of tournament compensation systems. (Process and Outcome: Perspectives on the Distribution of Rewards in Organizations)
June 1, 1992... Tournament models have developed into an important component of the theoretical literature on organizational reward systems. However, with one exception there have been no empirical tests of the incentive effects of tournament models in a field...