Reexamining the Pay Differentials-Organizational Outcomes Relationship in Korea: The Role of Organizational Identification

키워드

참고문헌 (91)

1. Abrams, D., "Psychological attachment to the group: Cross-cultural differences in organizational identification and subjective norms as predictors of workers’ turnover intentions", Personality and Social Psychology Bulletin, 24(10), pp.1027~1039 (1998)
2. Andersen, S. M., "The relational self: An interpersonal social-cognitive theory", Psychological Review, 109, pp.619~645 (2002)
3. Ashforth, B. E., "Social identity theory and the organization", Academy of Management Review, 14, pp.20~39 (1989)
4. Bae, J. S., "Beyond seniority-based systems: A paradigm shift in Korean HRM?", Asia Pacific Business Review, 3, pp.82~110 (1997)
5. Bae, J. S., "Organizational and HRM strategies in Korea: Impact on firm performance in an emerging economy", Academy of Management Journal, 43(3), pp.502~517 (2000)
6. Bae, J. S., "The impact of globalization on HRM: The case of South Korea", Journal of World Business, 36(4), pp.402~428 (2002)
7. Balkin, D. B., "Toward a contingency theory of compensation strategy", Strategic Management Journal, 8(2), pp.169~182 (1987)
8. Baron, J. N., "The road taken: Origins and evolution of employment systems in emerging companies", Industrial and Corporate Change, 5(2), pp.239~ (1996)
9. Baron, J. N., "Strategic human resources: Frameworks for general managers" (1999), John Wiley & Sons
10. Batt, R., "Employee voice, human resource practices, and quit rates: Evidence from the telecommunications industry", Industrial and Labor Relations Review, 55(4), pp.573~594 (2002)
11. Becker, B. E., "The incentive effects of tournament compensation systems", Administrative Science Quarterly, 37(2), pp.336~350 (1992)
12. Benson, J., "Flexible labor markets and individualized employment: the beginnings of a new Japanese HRM system?", Asia Pacific Business Review, 9, pp.55~75 (2003)
13. Bliese, P. D., "Within-group agreement, non-independence, and reliability: Implications for data aggregation and analysis, In Multi-level Theory, Research, and Methods in Organizations", pp.349~381 (2000), Jossey-Bass
14. Bloom, M., "The performance effects of pay dispersion on individuals and organizations", Academy of Management Journal, 42(1), pp.25~40 (1999)
15. Bloom, M., "The relationships among organizational context, pay dispersion and managerial turnover", Academy of Management Journal, 45(1), pp.33~42 (2002)
16. Bowen, D. E., "Understanding HRM-firm performance linkages: The role of the “strength” of the HRM system", Academy of Management Review, 29(2), pp.203~221 (2004)
17. Brown, M. P., "Compensation policy and organizational performance: The efficiency, operational, and financial implications of pay levels and pay structure", Academy of Management Journal, 46(6), pp.752~762 (2003)
18. Budro, A., "A conceptual framework for analyzing why organizations downsize", Organization Science, 10(1), pp.69~82 (1999)
19. Burton, R. M., "Return on assets loss from situational and contingency misfits", Management Science, 48(11), pp.1461~1485 (2002)
20. Burton, R. M., "The impact of organizational climate and strategic fit on firm performance", Human Resource Management, 43(1), pp.67~82 (2004)
21. Burton, R. M., "Strategic organizational diagnosis and design: The dynamics of fit" (2004), Kluwer Academic Publishers
22. Chen, Z. X., "Loyalty to supervisor vs. organizational commitment: relationships to employee performance in China", Journal of Occupational and Organizational Psychology, 75(3), pp.339~356 (2002)
23. Chiang, F., "A critical examination of Hofstede’s thesis and its application to international reward management", International Journal of Human Resource Management, 16(9), pp.1545~1563 (2005)
24. 조승아, "Environmental Scanning Behavior of the Top Managers: A Regulatory Focus Model", Seoul Journal of Business, 17(2), pp.151~166 (2011), 경영연구소
25. Cross, S., "The relational interdependent self-construal and relationships", Journal of Personality and Social Psychology, 78, pp.791~808 (2000)
26. Crowe, E., "Regulatory focus and strategic inclinations: Promotion and prevention in decision making", Organizational Behavior and Human Decision Processes, 69, pp.117~132 (1997)
27. Ding, D., "An empirical study of human resource management policies and practices in foreign-invested enterprises in China: the case of Shenzen special economic zone", International Journal of Human Resource Management, 8(5), pp.595~613 (1997)
28. Ehrenberg, R. G., "Do tournaments have incentive effects?", Journal of Political Economy, 98, pp.1307~1324
29. Eriksson, T., "Executive compensation and tournament theory: Empirical tests on Danish data", Journal of Labor Economics, 17(2), pp.262~280 (1999)
30. Farh, J. L., "Individual-level cultural values as moderators of perceived organizational support-employee outcome relationships in China: Comparing the effects of power distance and traditionality", Academy of Management Journal, 50(3), pp.715~729 (2007)
31. Ferris, G. R., "Toward a social context theory of human resource management-organizational effectiveness relationship", Human Resource Management Review, 8(3), pp.235~264 (1998)
32. Gerhart, B., "Compensation: Theory, evidence, and strategic implications" (2003), Sage Publications
33. Glick, W. H., "Conceptualizing and measuring organizational and psychological climate: Pitfalls in multilevel research", Academy of Management Review, 10(3), pp.601~616 (1985)
34. Granovetter, M., "The impact of social structure on economic outcomes", Journal of Economic Perspectives, 19(1), pp.33~50 (2005)
35. Grund, C., "The dispersion of employees’ wage increases and firm performance", Industrial and Labor Relations Review, 61(4), pp.485~501 (2008)
36. Hekman, D. R., "Combined effects of organizational and professional identification on the reciprocity dynamics for professional employees", Academy of Management Journal, 52(3), pp.506~526 (2009)
37. Henderson, A. D., "Top management team coordination needs and the CEO pay gap: A competitive test of economic and behavioral views", Academy of Management Journal, 44(1), pp.96~117 (2001)
38. Hofmann, D. A., "An overview of the logic and rationale of hierarchical linear models", Journal of Management, 23(6), pp.723~744 (1997)
39. Hogg, M. A., "The social psychology of group cohesiveness: From attraction to social identity" (1992), New York University Press
40. Hogg, M. A., "Social identity and self-categorization processes in organizational contexts", Academy of Management Review, 25(1), pp.121~140 (2000)
41. Holtom, B. C., "Turnover and retention research: A glance at the past, a closer review of the present, and a venture into the future", Academy of Management Annals, 2(1), pp.231~274 (2008)
42. James, L. R., "Estimating within-group interrater reliability with and without response bias", Journal of Applied Psychology, 69(1), pp.85~98 (1984)
43. James, L. R., "rwg: An assessment of interrater agreement", Journal of Applied Psychology, 78(2), pp.306~309 (1992)
44. Jenkins, G. D., "Are financial incentives related to performance? A meta-analytic review of empirical research", Journal of Applied Psychology, 83(5), pp.777~787 (1998)
45. Jones, D. C., "Teams, incentive pay, and productive efficiency: Evidence from A food-processing plant", Industrial and Labor Relations Review, 63(4), pp.606~719 (2010)
46. Kang, S.-C., "Options-based HRM, intellectual capital, and exploratory and exploitative learning in law firms’ practice groups", Human Resource Management, 51(4), pp.461~485 (2012)
47. Kaufman, B. E., "Models of union wage determination: What have we learned since Dunlop and Ross?", Industrial Relations, 41(1), pp.110~158 (2002)
48. Kepes, S., "Contingencies in the effects of pay range on organizational effectiveness", Personnel Psychology, 62, pp.497~531 (2009)
49. Kerr, J., "Managing corporate culture through reward systems", Academy of Management Executive, 1(2), pp.99~106 (1987)
50. Kerr, S., "On the folly of rewarding A, while hoping for B", Academy of Management Journal, 18(4), pp.769~783 (1975)
51. Kim, S., "The change of performance-driven HRM system in Korean firms" (2010), Seoul National Univ. Press
52. The evolution direction of performancedriven HRM system, "Ko, H. C.", Samsung Economic Research Institute, ~ (2008)
53. Kozlowki, S. W. J., "Multilevel theory, research, and methods in organizations: Foundations, extensions, and new directions" (2000), Jossey-Bass
54. Lado, A. A., "Human resource systems and sustained competitive advantage: A competency-based perspective", Academy of Management Review, 19(4), pp.699~727 (1994)
55. Lambert, R. A., "The structure of organizational incentives", Administrative Science Quarterly, 38(3), pp.438~461 (1993)
56. Lazear, E. P., "Personnel Economics" (1995), MIT Press
57. Lazear, E. P., "Personnel economics: Past lessons and future directions" (1999), National Bureau of Economic Research
58. Lazear, E. P., "Rank-order tournaments as optimum labor contracts" (1981), National Bureau of Economic Research
59. Lepak, D. P., "Examining the human resource architecture: The relationships among human capital, employment, and human resource configurations", Journal of Management, 28(4), pp.517~543 (2002)
60. Li, X., "Strategic HRM as process: How HR system and organizational climate strength influence Chinese employee attitudes", International Journal of Human Resource Management, 22(9), pp.1825~1842 (2011)
61. Lu, Y., "HRM practices in China-Western joint ventures: MNC standardization versus localization", International Journal of Human Resource Management, 8(5), pp.614~628 (1997)
62. Mael, F. A., "Alumni and their alma mater: A partial test of the reformulated model of organizational identification", Journal of Organizational Behavior, 13(2), pp.103~123 (1992)
63. Mael, F. A., "Loyal from day one: Biodata, organizational identification and turnover among newcomers", Personnel Psychology, 48, pp.307~333 (1995)
64. Mael, F. A., "Identifying organizational identification", Educational and Psychological Measurement, 52, pp.813~824 (1992)
65. Main, B. G. M., "Top executive pay: Tournament or teamwork?", Journal of Labor Economics, 11, pp.606~628 (1993)
66. Martin, A. J., "The role of psychological climate in facilitating employee adjustment during organizational change", European Journal of Work and Organizational, 14(3), pp.263~289 (2005)
67. McClelland, P. L., "Top Management Group Pay Disparities and Subsequent Firm Performance: The Effect of Powerful CEOs" (2008), ProQuest
68. Milgrom, P., "Economics, Organization, and Management" (1992), Prentice-Hall
69. Morrison, E. W., "When employees feel betrayed: A model of how psychological contract violation develops", Academy of Management Review, 22(1), pp.226~256 (1997)
70. Mossholder, K. W., "A relational perspective on turnover: Examining structural, attitudinal, and behavioral predictors", Academy of Management Journal, 48(4), pp.607~618 (2005)
71. Ouchi, W. G., "A conceptual framework for the design of organizational control mechanisms", Management Science, 25(9), pp.833~848 (1979)
72. Ouchi, W. G., "Markets, bureaucracies, and clans", Administrative Science Quarterly, 25(1), pp.129~141 (1980)
73. Pfeffer, J., "Salary dispersion, location in the salary distribution, and turnover among college administrators", Industrial and Labor Relations Review, 45(4), pp.753~763 (1992)
74. Rosen, S., "Prizes and incentives in elimination tournaments", American Economic Review, 76, pp.701~715 (1986)
75. Rousseau, D. M., "Issues of Level in Organizational Research", Research in Organizational Behavior, 7, pp.1~37 (1985)
76. Rousseau, D. M., "Psychological and implied contracts in organizations", Employee Responsibilities and Rights Journal, 2(2), pp.121~139 (1989)
77. Rousseau, D. M., "Psychological contracts in organizations: Understanding written and unwritten agreements" (1995), Sage
78. Rousseau, D. M., "What’s a good reason to change? Motivated reasoning and social accounts in promoting organizational change", Journal of Applied Psychology, 84(4), pp.514~528 (1999)
79. Rowley, C., "Globalization and transformation of human resource management in South Korea", International Journal of Human Resource Management, 13(3), pp.522~549 (2002)
80. Rowley, C., "Towards an Asian model of human resource management? A comparative analysis of China, Japan, and South Korea", International Journal of Human Resource Management, 15(5), pp.917~933 (2004)
81. Schwab, D. P., "Contextual variables in employee performanceturnover relationships", Academy of Management Journal, 34(4), pp.966~975 (1991)
82. Siegel, P. A., "Pay disparities within Top management groups: evidence of harmful effects on performance of high-technology firms", Organization Science, 16(3), pp.259~274 (2005)
83. Shaw, J. D., "Employeeorganization exchange relationships, HRM practices, and quit rates of good and poor performers", Academy of Management Journal, 52(5), pp.1016~1033 (2009)
84. Shaw, J. D., "Turnover, social capital losses, and performance", Academy of Management Journal, 48(4), pp.594~606 (2005)
85. Shaw, J. D., "Pay system characteristics and quit patterns of good, average, and poor performers", Personnel Psychology, 60(4), pp.903~928 (2007)
86. Shaw, J. D., "Pay dispersion and workforce performance: Moderating effects of incentives and interdependence", Strategic Management Journal, 23(6), pp.491~512 (2002)
87. 손은희, "Technological Catching-up and Latecomer Strategy: A Case Study of the Asian Shipbuilding Industry", Seoul Journal of Business, 15(2), pp.25~57 (2009), 경영연구소
88. Stajkovic, A. D., "Differential effects of incentive motivators on work performance", Academy of Management Journal, 44, pp.580~590 (2001)
89. Tajfel, H., "An integrative theory of intergroup conflict, In The Social Psychology of Intergroup Relations", pp.1979, Brooks
90. Yang, H., "Pay dispersion and the financial performance of the firm: Evidence from Korea", International Journal of Human Resource Management, 22(1), pp.2147~2166 (2011)
91. Zhu, Y., "The post-Asian financial crisis: changes in HRM in Taiwanese enterprises", Asia Pacific Business Review, 9, pp.147~164 (2003)

관련 논문AI추천