As organizational research continues to globalize, scholars increasingly must translate
established scales into languages other than those in which the scales were originally …

Purpose Job performance is an important variable, which primarily affects outcomes at three
levels: the micro level (ie the individual), the meso level (ie the group) and the macro level …

Demonstrates the connection between psychological theory and application in the field of
Industrial/Organizational Psychology. Introduction to Industrial/Organizational Psychology is …

Although much research has examined human resource management (HRM), managers'
roles in HRM seem to have been ancillary to this area of research. That is, HRM theory and …

Building upon and extending Parker, Bindl, and Strauss's (2010) theory of proactive
motivation, we develop an integrated, multilevel model to examine how contextual factors …

For a long time, public and semipublic organizations have borrowed Human Resource
Management (HRM) practices from the private sector to enhance employee performance …

Employees remaining silent about ethical aspects of work or organization-related issues,
termed employee ethical silence, perpetuates misconduct in today's business setting …

While pay for performance (PFP) is widely adopted in organizations to boost employee
performance, the empirical evidence on its incentive effect has been mixed. Based on PFP …

An extensive body of literature has demonstrated the incentive effect by which pay for
performance (PFP) motivates employees' in-role task performance. Nonetheless, scholars …

In this paper, we undertake two primary tasks. First, we describe trends in pay→
performance research since 1990. Examining 30+ years allows us to capture the evolution …