References
- Adams, J.S. (1965), “Inequity in social exchange”, in: L. Berkowitz (ed.), Advances in experimental social psychology, Vol. 2, pp. 267-299, Academic Press, New York.
- Bagozzi, R.P. and Yi, Y. (1988), “On the evaluation of structural equation models”, Journal of the Academy of Marketing Science, Vol. 16, No. 1, pp. 74-94.
- Baldwin, J.N. (1991), “Public versus private employees: Debunking stereotypes”, Review of Public Personnel Administration, Vol. 11, No. 2, pp. 1-27.
- Beer, M. and Cannon, M.D. (2004), “Promise and peril in implementing pay-forperformance”, Human Resource Management, Vol. 43, No. 1, pp. 3-48.
- Bloom, M. (1999), “The performance effects of pay dispersion on individuals and organizations”, Academy of Management Journal, Vol. 42, No. 1, pp. 25-40.
- Bloom, M. and Michel, J.G. (2002), “The relationships among organizational context, pay dispersion, and managerial turnover”, Academy of Management Journal, Vol. 45, No. 1, pp. 33-42.
- Brashear, T, Brooks, C. and Boles, J. (2004), “Distributive and procedural justice in a sales force context. Scale development and validation”, Journal of Business Research, Vol. 57, No. 1, pp. 86- 93.
- Byrne, B.M. (2001), Structural Equation Modeling with AMOS - Basic Concepts, Applications, and Programming, Lawrence Erlbaum Associates.
- Chan, S. and Jepsen, D. (2011), “Workplace Relationships, Attitudes, and Organizational Justice: A Hospitality Shift Worker Contextual Perspective”, Journal of Human Resources in Hospitality & Tourism, Vol. 10, No. 2, pp. 150 - 168.
- Ciobanu, A. and Androniceanu, A. (2015), “Civil Servants Motivation and Work Performance in Romanian Public Institutions”. Procedia Economics and Finance, Vol. 30, pp.164-174.
- Cohen-Charash, Y. and Spector, P. E. (2001), “The role of justice in organizations: A metaanalysis”, Organizational Behavior and Human Decision Processes, Vol. 86, No. 2, pp. 278-321.
- Colquitt, J.A., Conlon, D. E., Wesson, M.J., Porter, C.O.L.H. and Ng, K.Y. (2001), “Justice at the millennium: A meta-analytic review of 25 years of organizational justice research”, Journal of Applied Psychology, Vol. 86, Vol. 3, pp. 425-445.
- Combs, J., Liu, Y., Hall, A. and Ketchen, D. (2006), “How much do high-performance work practices matter?A meta-analysis of their effects on organizational performance”, Personnel Psychology, Vol. 59, No. 3, pp. 501-528.
- Crewson, P.E. (1997), “Public-service motivation: Building empirical evidence of incidence and effect”, Journal of Public Administration Research and Theory, Vol. 4, No. 4, pp. 499-518.
- Cropanzano, R. and Rupp, D.E. (2003), “An overview of organizational justice: Implications for work motivation”, in L. W. Porter, G. Bigley, & R. M. Steers (eds.) Motivation and work behavior (7th Ed.), Ch. 2, McGraw-Hill Irwin, New York.
- Deci, E.L. and Ryan, R.M. (1985), Intrinsic motivation and self-determination in human behavior, Premium, New York.
- DeConinck, J.B. and Stilwell, C.D. (2004), “Incorporating organizational justice, role states, pay satisfaction and supervisor satisfaction in a model of turnover intentions”, Journal of Business Research, Vol. 57, No. 3, pp. 225-231.
- Downes, P.E. and Choi, D. (2014), “Employee reactions to pay dispersion: A typology of existing research”, Human Resource Management Review, Vol. 24, No. 1, pp. 53-66.
- Fay, C. and Thompson, M. (2001), “Contextual Determinants Of Reward Systems’ Success: An Exploratory Study”, Human Resource Management, Vol. 40, No. 3, pp. 213-226.
- Folger, R. and Konovsky, M.A. (1989), “Effects of procedural and distributive justice of reactions to pay decisions”, Academy of Management Journal, Vol. 32, No. 1, pp. 115-130.
- Gerhart, B. and Fang, M. (2014), “Pay for (individual) performance: Issues, claims, evidence and the role of sorting effects”, Human Resource Management Review, Vol. 24, pp. 41-52.
- Gibson, V.M. (1995), “The new employee reward system”, Management Review, Vol. 84, No. 2, pp. 13-18.
- Gneezy, U. and Rustichini, A. (2000), “Pay Enough or Don’t Pay at All”, Quarterly Journal of Economics, Vol. 115, pp. 791-810.
- Hofstede, G. (2001), Culture's consequences: Comparing values, behaviors, institutions, and organizations across nations (2nd ed.), Sage Publications, Thousand Oaks, CA.
- Hollensbe, E.C. and Guthrie, J.P. (2000), “Group pay-for-performance plans: The role of spontaneous goal setting”, Academy of Management Review, Vol. 25, pp. 864-872.
- Kepes, S., Delery, J. and Gupta, N. (2009), “Contingencies in the effects of pay range on organizational effectiveness”, Personnel Psychology, Vol. 62, pp. 497-531.
- Khojasteh, M. (1993), “Motivating the private vs. public sector managers”, Public Personnel Management, Vol. 22, No. 3, pp. 391-401.
- Kohn, A. (1993), “Why incentive plans cannot work”, Harvard Business Review, Vol. 71, No. 5, pp. 54 - 63.
- Kwon, S., Kim, M., Kang, S. and Kim, M. (2008), “Employee Reactions to Gainsharing under Seniority Pay Systems: The Mediating Effect of Distributive, Procedural, and Interactional Justice”, Human Resource Management, Vol. 47, No. 4, pp. 757-775.
- Ladebo, O.J., Oyekale, C. and Olaoye, O. (2005), “Relative Contributions of Perceived Organizational Support and Organizational Justice to Extension Personnel’s Job Satisfaction”, Journal of International Agricultural and Extension Education, Vol. 12, No. 1, pp. 65-75.
- Lawler, E.E. (1990), Strategic pay: Aligning organizational strategies and pay systems, Jossey-Bass, San Francisco.
- Locke, E.A., Feren, D.B., McCaleb, V.M., Shaw, K.N. and Denny, A.T. (1980), “The relative effectiveness of four methods of motivating employee performance”, in K. D. Duncan, M. M. Gruenberg and D. Wallis eds.), Changes in working life, pp. 363-388, Wiley, New York.
- Lum, L., Kervin, J., Clark, K., Reid, F. and Sirola, W. (1998), “Explaining nursing turnover intent: job satisfaction, pay satisfaction, or organizational commitment”, Journal of Organizational Behavior, Vol. 19, pp. 305-320.
- Marsden, D. and Richardson, R. (1994), “Performing for Pay? The Effects of ‘Merit Pay’ onMotivation in a Public Service”, British Journal of Industrial Relations, Vol. 32, pp. 243-260.
- Milkovich, G.T., Newman, J.M. and Gerhart, B. (2013), Compensation (11th ed.), McGraw- Hill/Irwin, New York.
- Morrell, D. (2011), “Employee Perceptions and the Motivation of Nonmonetary Incentives”, Compensation Benefits Review, Vol. 43, No. 5, pp. 318-323.
- Patchen, M. (1970), Participation, achievement, and involvement on the job, Prentice-Hall, Engelwood Cliffs.
- Pfeffer, J. (1998), The human equation: Building profits by putting people first, Harvard Business School Press, Boston, MA.
- Pfeffer, J. and Langton, N. (1993), “The effect of dispersion on satisfaction, productivity, and working collaboratively: Evidence from college and university faculty”, Administrative Science Quarterly, Vol. 38, pp. 382-407.
- Pinder, C.C. (2008), Work motivation in organizational behavior. 2nd ed., Psychology Press, New York.
- Roth, L. (2006), “Because I’m worth it? Understanding Inequality in a Performance-Based Pay System”, Sociological Inquiry, Vol. 76, No. 1, pp. 116-139.
- Shaw, J. D. and Gupta, N. (2007), “Pay system characteristics and quit patterns of good, average, and poor performers”, Personnel Psychology, Vol. 60, pp. 903-928.
- Shaw, J., Gupta, N., and Delery, J. (2002), “Pay dispersion and workforce performance: moderating effects of incentives and interdependence”, Strategic Management Journal, Vol. 23, pp. 491-512.
- Stajkovic, A.D. and Luthans, F. (2001), “Differential effects of incentive motivators on work performance”, Academy of Management Journal, Vol. 44, pp. 580-590.
- Sweeney, P. D. (1990), “Distributive justice and pay satisfaction: field test of an equity theory prediction”, Journal of Business and Psychology, Vol. 4, pp. 329-341.
- Sweeney, P.D. and McFarlin, D.B. (1993), “Workers’ evaluations of the ‘‘ends’’ and the ‘‘means’’: an examination of four models of distributive and procedural justice”, Organization Behavior and Human Decision Processes, Vol. 55, pp. 23-40.
- Tekleab, A., Bartol, K. and Liu, W. (2005), “Is it pay levels or pay raises that matter to fairness and turnover?”, Journal of Organizational Behavior, Vol. 26, pp. 899-921.
- Vroom, V.H. (1964), Work and motivation, Wiley, New York.
- Weibel, A., Rost, K. and Osterloh, M. (2009), “Pay for Performance in the Public Sector- Benefits and (Hidden) Costs”, Journal of Public Administration Research and Theory, Vol. 20, pp. 387-412.
- Werner, S. and Ones, D. (2000), “Determinants of Perceived Pay Inequities: The Effects of Comparison Other Characteristics and Pay-System Communication”, Journal of Applied Social Psychology, Vol. 30, No. 6, pp. 1281-1309.
- Woessmann, L. (2011), "Cross-country evidence on teacher performance pay", Economics of Education Review, Vol. 30, No. 3, pp. 404-418.
- WorldatWork (2012). Compensation programs and practices 2012, Scottsdale, AZ.
- Wright, P.M., George, J.M., Farnsworth, R. and McMahan, G.C. (1993), “Productivity and extra-role behavior: The effects of goals and incentives on spontaneous helping”, The Journal of Applied Psychology, Vol. 78, pp. 374-381.