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dc.contributor.authorGooderham, Paul
dc.contributor.authorFenton-O'Creevy, Mark
dc.contributor.authorCroucher, Richard
dc.contributor.authorBrookes, Michael
dc.date.accessioned2018-04-10T18:38:08Z
dc.date.available2018-04-10T18:38:08Z
dc.date.issued2018-04-01
dc.identifier.citationGooderham , P , Fenton-O'Creevy , M , Croucher , R & Brookes , M 2018 , ' A Multilevel Analysis of the Use of Individual Pay-for-Performance Systems ' , Journal of Management , vol. 44 , no. 4 , pp. 1479-1504 . https://doi.org/10.1177/0149206315610634
dc.identifier.otherPURE: 13506225
dc.identifier.otherPURE UUID: eb660275-a949-4d91-a8cf-4b60f8ce6df7
dc.identifier.otherScopus: 85044142793
dc.identifier.urihttp://hdl.handle.net/2299/19962
dc.descriptionThis is an Open Access article distributed in accordance with the Creative Commons Attribution Non Commercial (CC BY-NC 4.0) license http://creativecommons.org/licenses/by-nc/4.0/ .
dc.description.abstractCompensation systems, such as individualized pay-for-performance (I-PFP) schemes for employees, represent an important approach to aligning employer-employee interests. However, the adoption of I-PFP is much less common in many countries than in the United States. Employing a multilevel analysis of over 4,000 firms in 26 countries, we explore determinants of its adoption. At the country level, we distinguish between cultural and institutional (labor regulation institutions) influences. At the firm level, we distinguish firms that view human resources as strategically important and firms that are foreign owned. On the one hand, our findings indicate that both cultural and institutional effects at the country level significantly influence the adoption of I-PFP. On the other hand, senior managers’ agency counts. We find the effect of labor regulation on I-PFP to be mediated by its effects on labor union influence, and we find the effects of culture on I-PFP to be entirely mediated by labor regulation and (country-level) union influence.en
dc.format.extent26
dc.language.isoeng
dc.relation.ispartofJournal of Management
dc.rightsOpen
dc.subjectcompensation, bonuses, and benefits
dc.subjectculture
dc.subjectinstitutional theory
dc.subjectFinance
dc.subjectStrategy and Management
dc.titleA Multilevel Analysis of the Use of Individual Pay-for-Performance Systemsen
dc.contributor.institutionHertfordshire Business School
dc.contributor.institutionGlobal Work and Employment
dc.description.statusPeer reviewed
dc.identifier.urlhttp://www.scopus.com/inward/record.url?scp=85044142793&partnerID=8YFLogxK
dc.relation.schoolHertfordshire Business School
dc.description.versiontypeFinal Published version
dcterms.dateAccepted2018-04-01
rioxxterms.versionVoR
rioxxterms.versionofrecordhttps://doi.org/10.1177/0149206315610634
rioxxterms.licenseref.urihttp://creativecommons.org/licenses/by-nc/4.0/
rioxxterms.typeJournal Article/Review
herts.preservation.rarelyaccessedtrue
herts.rights.accesstypeOpen


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