1 |
R. Schettkat, "Compensating Differentials? Wage Differentials and Employment Stability in the US and German Economies", Journal of Economic Issues, vol. 27, no. 1 pp. 153-170, 1993. DOI: https://doi.org/10.1080/00213624.1993.11505396
DOI
|
2 |
S. P. Robbins, "Layoff-survivor Sickness: A Missing Topic in Organizational Behavior", Journal of Management Education, vol. 23, no. 1 pp. 31-43, 1999. DOI: https://doi.org/10.1177/105256299902300104
DOI
|
3 |
J. Martin, "Relative Deprivation: A Theory of Distributive Injustice for an Era of Shrinking Resources", In L. L. Cummings & B. M. Staw (Eds.), Research in Organizational Behavior, vol. 3 pp. 53-107, Greenwich, CT: JAI Press.
|
4 |
S. Kim. Transformation of Performance-based HR System in Korean Firms. Seoul National University Publishers, 2010.
|
5 |
S. Kim, C.Park., T. Kim. Transformation of Performance Pay System. Seoul National University Publishers, 2007.
|
6 |
Korea Chamber of Commerce and Industry. Developmental Directions for Korean Performance-based HR System. Chamber of Commerce and Industry, 2008.
|
7 |
P. E. Downes, D. Choi, "Employee Reactions to Pay Dispersion: A Typology of Existing Research", Human Resource Management Review, vol. 24, no. 1 pp. 53-66, 2014. DOI: https://doi.org/10.1016/j.hrmr.2013.08.009
DOI
|
8 |
N. Gupta, S. A. Conrony, S. A. Delery, "The Many Faces of Pay Variation", Human Resource Management Review, vol. 22, no. 2 pp. 100-115, 2012. DOI: https://doi.org/10.1016/j.hrmr.2011.12.001
DOI
|
9 |
J. D. Shaw, "Pay Dispersion", Annual Review of Organizational Psychology and Organizational Behavior, vol. 1, no. 1 pp. 521-544, 2014. DOI: https://doi.org/10.1146/annurev-orgpsych-031413-091253
DOI
|
10 |
J. Park, S. Kim, "Pay Dispersion and Organizational Performance in Korea: Curvilinearity and the Moderating Role of Congruence with Organizational Culture", International Journal of Human Resource Management, vol. 28, no. 9 pp. 1291-1308, 2017. DOI: https://doi.org/10.1080/09585192.2015.1126331
DOI
|
11 |
S. Kepes, J. Delery, N. Gupta, "Contingencies in the Effects of Pay Range on Organizational Effectiveness", Personnel Psychology, vol. 62, no. 3 pp. 497-531, 2009. DOI: https://doi.org/10.1111/j.1744-6570.2009.01146.x
DOI
|
12 |
J. D. Brown, "Evaluation of Self and Others: Self-enhancement Biases in Social Judgments", Social Cognition, vol. 4, no. 4 pp. 353-376, 1986. DOI: https://doi.org/10.1521/soco.1986.4.4.353
DOI
|
13 |
J. Park, S. Shin, "Pay Dispersion and Organizational Productivity: Examining the Effects of Structural Contexts Using Tournament Theory", Korean Journal of Business Administration, vol. 30, no. 6 pp. 1055-1074, 2017. DOI: https://doi.org/10.18032/kaaba.2017.30.6.1055
DOI
|
14 |
E. P. Lazear, S. Rosen. Rank-order Tournaments as Optimum Labor Contracts. National Bureau of Economic Research, 1981.
|
15 |
S. Rosen, "Prizes and Incentives in Elimination Tournaments", American Economic Review, vol. 76, no. 4 pp. 701-715, 1986.
|
16 |
J. D. Shaw, N. Gupta, "Pay System Characteristics and Quit Patterns of Good, Average, and Poor Performers", Personnel Psychology, vol. 60, no. 4 pp. 903-928, 2007. DOI: https://doi.org/10.1111/j.1744-6570.2007.00095.x
DOI
|
17 |
E. P. Lazear, P. Oyer, "Internal and External Markets: A Personnel Economic Approach", Labour Economics, vol. 11, no. 5 pp. 527-554, 2004. DOI: https://doi.org/10.1016/j.labeco.2004.01.001
DOI
|