This study intends to determine the current situation regarding the prevalence of pay for performance systems established for managers. Examining performance-related pay, we focus on individual, team and organizational performance and explore how widespread several pay components are in 23 countries. The research consists of the firm-level data of 5217 large companies from 23 countries from the Cranfield Network on Comparative Human Resource Management database. The data has been presented descriptively via frequencies and percentages and then analyzed via cluster analysis. In this way, diverging country clusters have been determined regarding the prevalence of pay for performance. Findings show that individual bonus is the most frequently ...
The subject of this paper is the issue of the transfer of performancerelated pay, as HRM practices, ...
Companies strive for it; they spend incredible resources to achieve it, but in many cases, they fall...
Compensation systems, such as individualized pay-for-performance (I-PFP) schemes for employees, repr...
We present new comparable data on the incidence of performance pay schemes in Europe and the USA. We...
Executive pay and company performance has received much attention and debate after the recent credit...
Compensation management literature highlights that performance based pay has two major characteristi...
Compensation systems such as individualized pay for performance (I-PFP) schemes for employees repres...
In this article the author assesses the variations in the way in which organisations design, impleme...
This article aims to explain cross-country variations in a paradigmatic element of the new public ma...
This paper examines the earnings effects of performance pay using linked em ployee-employer panel da...
We investigate whether certain performance management practices are used more in some national conte...
This article addresses the question of why organizations do not uniformly apply pay for performance ...
In this paper we study possible determinants of the use of incentive pay for managers in European co...
A number of specific pay and performance practices in foreign and Irish MNCs are examined here. Firs...
Reward management being one of the most important determinant of organizational profitability, decid...
The subject of this paper is the issue of the transfer of performancerelated pay, as HRM practices, ...
Companies strive for it; they spend incredible resources to achieve it, but in many cases, they fall...
Compensation systems, such as individualized pay-for-performance (I-PFP) schemes for employees, repr...
We present new comparable data on the incidence of performance pay schemes in Europe and the USA. We...
Executive pay and company performance has received much attention and debate after the recent credit...
Compensation management literature highlights that performance based pay has two major characteristi...
Compensation systems such as individualized pay for performance (I-PFP) schemes for employees repres...
In this article the author assesses the variations in the way in which organisations design, impleme...
This article aims to explain cross-country variations in a paradigmatic element of the new public ma...
This paper examines the earnings effects of performance pay using linked em ployee-employer panel da...
We investigate whether certain performance management practices are used more in some national conte...
This article addresses the question of why organizations do not uniformly apply pay for performance ...
In this paper we study possible determinants of the use of incentive pay for managers in European co...
A number of specific pay and performance practices in foreign and Irish MNCs are examined here. Firs...
Reward management being one of the most important determinant of organizational profitability, decid...
The subject of this paper is the issue of the transfer of performancerelated pay, as HRM practices, ...
Companies strive for it; they spend incredible resources to achieve it, but in many cases, they fall...
Compensation systems, such as individualized pay-for-performance (I-PFP) schemes for employees, repr...