Dissertation/ Thesis
The impact of variable pay for mixed performance on trust in the employer through the lens of fairness heuristics : a longitudinal mixed-method, field quasi-experiment
| العنوان: | The impact of variable pay for mixed performance on trust in the employer through the lens of fairness heuristics : a longitudinal mixed-method, field quasi-experiment |
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| المؤلفون: | Frau, Daniela |
| بيانات النشر: | Difo-Druck |
| سنة النشر: | 2023 |
| المجموعة: | ZHAW digitalcollection (Repository of the Zurich University of Applied Sciences) |
| مصطلحات موضوعية: | Conditional process analysis, Discretionary bonus, Fairness heuristic theory, Mixed-method design, Longitudinal field quasi-experiment, Organizational justice, Overall fairness, Variable pay for performance, Monetary reward, Trust in the employer, info:eu-repo/classification/ddc/331 |
| الوصف: | Companies that foster openness and a cooperation to create added value have realized that traditionally established discretionary bonus systems promote uncertainty and vulnerability. Nevertheless, companies with a longstanding individual-oriented reward tradition are hesitant to change their monetary reward systems into strictly collective monetary rewards systems. Against this background, I conducted a mixed-method-study in a company that examined the change from a discretionary bonus system to a transparent, mixed individual and team variable PfP system. This dissertation makes a research contribution to the development of trust in the employer in collective mixed variable PfP systems from a fairness heuristic perspective. The research used an embedded sequential mixed-methods design consisting of an exploratory preliminary qualitative phase, a main quantitative phase with a field quasi-experiment and a final explanatory qualitative phase. Qualitative data were initially collected to identify contextual factors that might affect the outcome of the longitudinal field quasi-experiment in the main quantitative phase. In the treatment groups, the discretionary bonus system was replaced by a transparent mixed vPfP system in two variants: an individual-focus vPfP and a team-focused vPfP. The intervention was divided in two treatment parts in which the new vPfP system and its practice were made explicit to employees. Part 1 was the vPfP announcement and part 2 was the first vPfP payout. From a trust-building perspective, the basic hypothesis was that employees in the new vPfP system would activate overall positive fairness heuristics to reduce their uncertainty of being exploited or excluded. The increased transparency and the link between variable pay and performance demanded by employees would signal greater influence and accuracy in determining their variable pay compared to the traditional discretionary bonus system. Overall, the results did not indicate an activation of positive overall fairness heuristics to ... |
| نوع الوثيقة: | doctoral or postdoctoral thesis |
| اللغة: | English |
| Relation: | https://hdl.handle.net/11475/29179; https://digitalcollection.zhaw.ch/handle/11475/29179 |
| الاتاحة: | https://hdl.handle.net/11475/29179 https://digitalcollection.zhaw.ch/handle/11475/29179 |
| Rights: | Licence according to publishing contract |
| رقم الانضمام: | edsbas.8066D273 |
| قاعدة البيانات: | BASE |
| الوصف غير متاح. |