1932
0
  1. Home
  2. A-Z Publications
  3. Annual Review of Organizational Psychology and Organizational Behavior
  4. Volume 9, 2022
  5. Article

Annual Review of Organizational Psychology and Organizational Behavior

Volume 9, 2022

Compensation, Benefits, and Total Rewards: A Bird's-Eye (Re)View

Abstract

Research on compensation and employee benefits has enjoyed a long and rich history. Energized by a new generation of scholars, changes in the broader workplace context, and developments in adjacent areas of inquiry, many classic theoretical tensions and research questions have begun to evolve in novel directions, and exciting new areas of research are developing. In addition, there have been numerous calls for more academic research on both compensation and benefits and for greater alignment of that research with the needs and interests of practice, including the tendency of many practitioners (and employees) to view pay and benefits holistically as a package. In this review we highlight selected recent research on key components of core total rewards—compensation plus retirement, health, and work-life benefits. Extrapolating from our review, we identify evolving themes and trends and advance several recommendations for future research and suggestions for practice.

Keyword(s): compensation, health benefits, retirement benefits, total rewards, work-life benefits
Loading

Article metrics loading...

/content/journals/10.1146/annurev-orgpsych-012420-055903
2022-01-21
2025-04-22
Loading full text...

Full text loading...

/deliver/fulltext/orgpsych/9/1/annurev-orgpsych-012420-055903.html?itemId=/content/journals/10.1146/annurev-orgpsych-012420-055903&mimeType=html&fmt=ahah

Literature Cited

  1. Abdulsalam D, Maltarich MA, Nyberg AJ, Reilly G, Martin M 2021. Individualized pay-for-performance arrangements: peer reactions and consequences. J. Appl. Psychol. 106:81202–23
     [Google Scholar]
  2. Allen TD, Johnson RC, Kiburz KM, Shockley KM. 2013. Work-family conflict and flexible work arrangements: deconstructing flexibility. Pers. Psychol. 66:2345–76
     [Google Scholar]
  3. Amabile TM. 1983. The social psychology of creativity: a componential conceptualization. J. Personal. Soc. Psychol. 45:2357–77
     [Google Scholar]
  4. Amabile TM. 1996. Creativity in Context: Update to the Social Psychology of Creativity Boulder, CO: Westview
     [Google Scholar]
  5. Arnold A, Fulmer IS 2019. Pay transparency. The Routledge Companion to Reward Management SJ Perkins 87–96 London: Routledge
     [Google Scholar]
  6. Arnold A, Fulmer IS, Sender A, Allen DG, Staffelbach B, Perkins SJ. 2018. International study on compensation and pay transparency practices Rep., Cent. Hum. Resour. Manag. Univ. Lucerne Lucerne, Switz: https://www.unilu.ch/fileadmin/fakultaeten/wf/institute/hrm/dok/Forschung/PayTransparency_IntReport.pdf
    [Google Scholar]
  7. Baeten X. 2014. Shaping the future research agenda for compensation and benefits management: some thoughts based on a stakeholder inquiry. Hum. Resour. Manag. Rev. 24:131–40
     [Google Scholar]
  8. Bal PM, Jansen PGW. 2016. Workplace flexibility across the lifespan. Res. Pers. Hum. Resour. Manag. 34:43–99
     [Google Scholar]
  9. Balkin DB, Roussel P, Werner S. 2015. Performance contingent pay and autonomy: implications for facilitating extra-role creativity. Hum. Resour. Manag. Rev. 25:4384–95
     [Google Scholar]
  10. Bamberger P, Belogolovsky E. 2010. The impact of pay secrecy on individual task performance. Pers. Psychol. 63:4965–96
     [Google Scholar]
  11. Bamberger P, Belogolovsky E. 2017. The dark side of transparency: how and when pay administration practices affect employee helping. J. Appl. Psychol. 102:4658–71
     [Google Scholar]
  12. Barringer MW, Milkovich GT. 1998. A theoretical exploration of the adoption and design of flexible benefit plans: a case of human resource innovation. Acad. Manag. J. 23:2305–24
     [Google Scholar]
  13. Bartlett L, Martin A, Neil AL, Memish K, Otahal P, Kilpatrick M et al. 2019. A systematic review and meta-analysis of workplace mindfulness training randomized controlled trials. J. Occup. Health Psychol. 24:1108–26
     [Google Scholar]
  14. Beaumont PB, Harris RID. 2003. Internal wage structures and organizational performance. Br. J. Ind. Relat. 41:153–70
     [Google Scholar]
  15. Bentley FS, Fulmer IS, Kehoe RR. 2019. Payoffs for layoffs? An examination of CEO relative pay and firm performance surrounding layoff announcements. Pers. Psychol. 72:181–106
     [Google Scholar]
  16. Berkowitz SA, Gold R, Domino ME, Basu S. 2021. Health insurance coverage and self-employment. Health Serv. Res. 56:2247–55
     [Google Scholar]
  17. Bloom M. 1999. The performance effects of pay dispersion on individuals and organizations. Acad. Manag. J. 42:125–40
     [Google Scholar]
  18. Bloom M, Michel JG. 2002. The relationships among organizational context, pay dispersion, and managerial turnover. Acad. Manag. J. 45:133–42
     [Google Scholar]
  19. Bloom N, Kretschmer T, Van Reenen J. 2011. Are family-friendly workplace practices a valuable firm resource?. Strateg. Manag. J. 32:4343–67
     [Google Scholar]
  20. Bowles HR, Thomason B, Bear JB. 2019. Reconceptualizing what and how women negotiate for career advancement. Acad. Manag. J. 62:61645–71
     [Google Scholar]
  21. Brown MP, Sturman MC, Simmering MJ. 2003. Compensation policy and organizational performance: the efficiency, operational, and financial implications of pay levels and pay structure. Acad. Manag. J. 46:6752–62
     [Google Scholar]
  22. Bureau of Labor Statistics 2017. Labor Force Statistics from the Current Population Survey, Electronically mediated employment, Table 4 Percent distribution of total employed and electronically mediated workers, by selected characteristics Washington, DC: Bureau of Labor Statistics May 2017. https://www.bls.gov/cps/lfcharacteristics.htm#eme
    [Google Scholar]
  23. Bureau of Labor Statistics 2021. Employer costs for employee compensation Rep. USDL-21–0437, Bur. Labor Stat. Washington, DC:
     [Google Scholar]
  24. Byron K, Khazanchi S 2012. Rewards and creative performance: a meta-analytic test of theoretically derived hypotheses. Psychol. Bull. 138:4809–30
     [Google Scholar]
  25. Cable DM, Judge TA. 1994. Pay preferences and job search decisions: a person-organization fit perspective. Pers. Psychol. 47:2317–48
     [Google Scholar]
  26. Cameron J, Pierce W 1994. Reinforcement, reward, and intrinsic motivation: a meta-analysis. Rev. Educ. Res. 64:3363–423
     [Google Scholar]
  27. Card D, Mas A, Moretti E, Saez E 2012. Inequality at work: the effect of peer salaries on job satisfaction. Am. Econ. Rev. 102:62981–3003
     [Google Scholar]
  28. Cascio W, Boudreau J, Fink A. 2019. Investing in People: Financial Impact of Human Resource Initiatives Alexandria, VA: Soc. Hum. Resour. Manag., , 3rd ed..
     [Google Scholar]
  29. Castilla EJ. 2015. Accounting for the gap: a firm study manipulating organizational accountability and transparency in pay decisions. Organ. Sci. 26:2311–33
     [Google Scholar]
  30. Cerasoli CP, Nicklin JM, Ford MT. 2014. Intrinsic motivation and extrinsic incentives jointly predict performance: a 40-year meta-analysis. Psychol. Bull. 140:4980–1008
     [Google Scholar]
  31. Chamberlain A, Tian G. 2016. How 50+ benefits correlate with employee satisfaction. Glassdoor Economics Research June 10. https://www.glassdoor.com/research/how-50-benefits-correlate-with-employee-satisfaction/
    [Google Scholar]
  32. Chi W, Liao H, Wang L, Zhao R, Ye Q 2019. Incentives to move up: effects of pay gaps between levels on employee performance. Hum. Resour. Manag. J. 29:2238–53
     [Google Scholar]
  33. Cobb JA, Keller JR, Nuromahamed S. 2021. How do I compare? The effects of work-unit demographics on reactions to pay inequality. Ind. Labor Relat. Rev. https://doi.org/10.1177/00197939211001874. In press
    [Crossref] [Google Scholar]
  34. Colella A, Paetzold RL, Zardkoohi A, Wesson MJ. 2007. Exposing pay secrecy. Acad. Manag. Rev. 32:155–71
     [Google Scholar]
  35. Conroy SA, Gupta N. 2019. Disentangling horizontal pay dispersion: experimental evidence. J. Organ. Behav. 40:3248–63
     [Google Scholar]
  36. Conroy SA, Gupta N, Shaw JD, Park T-Y 2014. A multilevel approach to the effects of pay variation. Research in Personnel and Human Resources Management 32 MR Buckley, JRB Halbesleben, AR Wheeler 1–64 Bingley, UK: Emerald Group
     [Google Scholar]
  37. Cowherd DM, Levine DI. 1992. Product quality and pay equity between lower-level employees and top management: an investigation of distributive justice theory. Adm. Sci. Q. 37:302–20
     [Google Scholar]
  38. Dahl MS, Pierce L. 2020. Pay-for-performance and employee mental health: large sample evidence using employee prescription drug usage. Acad. Manag. Discov. 6:112–38
     [Google Scholar]
  39. Day NE. 2012. Pay equity as a mediator of the relationships among attitudes and communication about pay level determination and pay secrecy. J. Leadersh. Organ. Stud. 19:4462–76
     [Google Scholar]
  40. Day NE. 2019. How well do pay and nonfinancial rewards attract applicant to jobs?. J. Total Rewards 28:16–17
     [Google Scholar]
  41. Deadrick DL, Gibson PA. 2007. An examination of the research-practice gap in HR: comparing topics of interest to HR academics and HR professionals. Hum. Resour. Manag. Rev. 17:2131–9
     [Google Scholar]
  42. Deci EL, Ryan RM. 1985. Intrinsic Motivation and Self-Determination in Human Behavior New York: Plenum
     [Google Scholar]
  43. Dencker JC, Joshi A, Martocchio JJ. 2007. Employee benefits as context for intergenerational conflict. Hum. Resour. Manag. Rev. 17:2208–20
     [Google Scholar]
  44. Devaro J, Heywood JS. 2017. Performance pay and work-related health problems: a longitudinal study of establishments. Ind. Labor Relat. Rev. 70:3670–703
     [Google Scholar]
  45. Ding DZ, Akhtar S, Ge GL. 2009. Effects of inter- and intra-hierarchy wage dispersions on firm performance in Chinese enterprises. Int. J. Hum. Resour. Manag. 20:112370–81
     [Google Scholar]
  46. Donaldson-Feilder E, Lewis R, Yarker J 2019. What outcomes have mindfulness and meditation interventions for managers and leaders achieved? A systematic review. Eur. J. Work Organ. Psychol. 28:111–29
     [Google Scholar]
  47. Downes PE, Choi D. 2014. Employee reactions to pay dispersion: a typology of existing research. Hum. Resour. Manag. Rev. 24:153–66
     [Google Scholar]
  48. Dulebohn JH. 2002. An investigation of the determinants of investment risk behavior in employer-sponsored retirement plans. J. Manag. 28:13–26
     [Google Scholar]
  49. Dulebohn JH, Molloy JC, Pichler SM, Murray B. 2009. Employee benefits: literature review and emerging issues. Hum. Resour. Manag. Rev. 19:286–103
     [Google Scholar]
  50. Dulebohn JH, Murray B, Sun M 2000. Selection among employer-sponsored pension plans: the role of individual differences. Pers. Psychol. 53:2405–32
     [Google Scholar]
  51. Dulebohn JH, Werling SE. 2007. Compensation research past, present, and future. Hum. Resour. Manag. Rev. 17:2191–207
     [Google Scholar]
  52. Eriksson T, Kristensen N. 2014. Wages or fringes? Some evidence on trade-offs and sorting. J. Labor Econ. 32:4899–923
     [Google Scholar]
  53. Ezzamel M, Watson R. 1998. Market comparison earnings and the bidding-up of executive cash compensation: evidence from the United Kingdom. Acad. Manag. J. 41:2221–31
     [Google Scholar]
  54. Fang M, Gerhart B. 2012. Does pay for performance diminish intrinsic interest?. Int. J. Hum. Resour. Manag. 23:61176–96
     [Google Scholar]
  55. Fickess J. 2021. From the editor: Another giant step forward. J. Total Rewards 30:17
     [Google Scholar]
  56. Fong EA. 2010. Relative CEO underpayment and CEO behavior towards R&D spending. J. Manag. Stud. 47:61095–122
     [Google Scholar]
  57. Fong EA, Misangyi VF, Tosi HL. 2010. The effect of CEO pay deviations on CEO withdrawal, firm size, and firm profits. Strateg. Manag. J. 31:6629–51
     [Google Scholar]
  58. Fulmer IS. 2009. The elephant in the room: labor market influences on CEO compensation. Pers. Psychol. 62:4659–95
     [Google Scholar]
  59. Fulmer IS, Arnold A. 2020. Pay communication: a global look at practices and preferences. J. Total Rewards 29:425–35
     [Google Scholar]
  60. Fulmer IS, Chen Y 2014. How communication affects employee knowledge of and reactions to compensation systems. Meeting the Challenge of Human Resource Management: A Communication Perspective VD Miller, ME Gordon 167–78 New York: Routledge/Taylor & Francis
     [Google Scholar]
  61. Fulmer IS, Chen Y, Li J 2021. Strategic idiosyncratic deals (i-deals) policy: individually negotiated arrangements as an alternative approach for delivering customized benefits. J. Total Rewards 30:145–54
     [Google Scholar]
  62. Fulmer IS, Shaw JD. 2018. Person-based differences in pay reactions: a compensation-activation theory and integrative conceptual review. J. Appl. Psychol. 103:9939–58
     [Google Scholar]
  63. Gajendran RS, Harrison DA. 2007. The good, the bad, and the unknown about telecommuting: meta-analysis of psychological mediators and individual consequences. J. Appl. Psychol. 92:61524–41
     [Google Scholar]
  64. Gale WG, Holmes SE, John DC. 2020. Retirement plans for contingent workers: issues and options. J. Pension Econ. Finance 19:2185–97
     [Google Scholar]
  65. Garbers Y, Konradt U. 2014. The effect of financial incentives on performance: a quantitative review of individual and team-based financial incentives. J. Occup. Organ. Psychol. 87:1102–37
     [Google Scholar]
  66. Gartenberg C, Wulf J. 2020. Competition and pay inequality within and between firms. Manag. Sci. 66:125925–43
     [Google Scholar]
  67. Gerhart B, Fang M. 2014. Pay for (individual) performance: issues, claims, evidence, and the role of sorting effects. Hum. Resour. Manag. Rev. 24:141–52
     [Google Scholar]
  68. Gerhart B, Fang M. 2015. Pay, intrinsic motivation, extrinsic motivation, performance, and creativity in the workplace: revisiting long-held beliefs. Annu. Rev. Organ. Psychol. Organ. Behav. 2:489–521
     [Google Scholar]
  69. Gerhart B, Milkovich GT. 1990. Organizational differences in managerial compensation and financial performance. Acad. Manag. J. 33:4663–91
     [Google Scholar]
  70. Gerhart B, Newman J. 2020. Compensation New York: McGraw Hill., 13th ed..
     [Google Scholar]
  71. Gerhart B, Rynes SL. 2003. Compensation: Theory, Evidence, and Strategic Implications Thousand Oaks, CA: Sage
     [Google Scholar]
  72. Gerhart B, Rynes SL, Fulmer IS. 2009. Pay and performance: individuals, groups, and executives. Acad. Manag. Ann. 3:1251–315
     [Google Scholar]
  73. Gibbs M. 2016. Past, present, and future compensation research: economist perspectives. Compens. Benefits Rev. 48:1–23–16
     [Google Scholar]
  74. Glass J. 2004. Blessing or curse? Work-family policies and mother's wage growth over time. Work Occup 31:3367–94
     [Google Scholar]
  75. Gubler T, Larkin I, Pierce L. 2018. Doing well by making well: the impact of corporate wellness programs on employee productivity. Manag. Sci. 64:114967–87
     [Google Scholar]
  76. Gupta N, Conroy SA, Delery JE 2012. The many faces of pay variation. Hum. Resour. Manag. Rev. 22:2100–15
     [Google Scholar]
  77. Hallock KF, Jin X, Barrington L 2014. Estimating pay gaps for workers with disabilities: implications from broadening definitions and datasets. Rehabil. Res. Policy Educ. 28:4264–90
     [Google Scholar]
  78. Hammer LB, Neal MB, Newsom JT, Brockwood KJ, Colton CL. 2005. A longitudinal study of the effects of dual-earner couples’ utilization of family-friendly workplace supports on work and family outcomes. J. Appl. Psychol. 90:4799–810
     [Google Scholar]
  79. Ho VT, Tekleab AG. 2016. A model of idiosyncratic deal-making and attitudinal outcomes. J. Manag. Psychol. 31:3642–56
     [Google Scholar]
  80. Hollenbeck JR, Ilgen DR, Ostroff C, Vancouver JB. 1987. Sex differences in occupational choice, pay, and worth: a supply-side approach to understanding the male-female wage gap. Pers. Psychol. 40:4715–43
     [Google Scholar]
  81. Igalens J, Roussel P. 1999. A study of the relationships between compensation package, work motivation and job satisfaction. J. Organ. Behav. 20:71003–25
     [Google Scholar]
  82. Jenkins GD Jr., Mitra A, Gupta N, Shaw JD. 1998. Are financial incentives related to performance? A meta-analytic review of empirical research. J. Appl. Psychol. 83:5777–87
     [Google Scholar]
  83. Katayama H, Nuch H. 2011. A game-level analysis of salary dispersion and team performance in the National Basketball Association. Appl. Econ. 43:101193–207
     [Google Scholar]
  84. Kehoe RR, Han JH. 2020. An expanded conceptualization of line managers’ involvement in human resource management. J. Appl. Psychol. 55:61264–94
     [Google Scholar]
  85. Kepes S, Delery J, Gupta N. 2009. Contingencies in the effects of pay range on organizational effectiveness. Pers. Psychol. 62:3497–531
     [Google Scholar]
  86. Konrad AM, Mangel R 2000. The impact of work-life programs on firm productivity. Strateg. Manag. J. 21:121225–37
     [Google Scholar]
  87. Kosanovich K. 2018. A look at contingent workers. Bureau of Labor Statistics Washington, DC: Bureau of Labor Statistics retrieved Aug. 10, 2021. https://www.bls.gov/spotlight/2018/contingent-workers/home.htm
    [Google Scholar]
  88. Kossek EE, Su R, Wu L 2017.. “ Opting out” or “pushed out”? Integrating perspectives on women's career equality for gender inclusion and interventions. J. Manag. 43:1228–54
     [Google Scholar]
  89. Larkin I, Pierce L, Gino F 2012. The psychological costs of pay-for-performance: implications for the strategic compensation of employees. Strateg. Manag. J. 33:101194–214
     [Google Scholar]
  90. Lee BY, DeVoe SE. 2012. Flextime and profitability. Ind. Relat. J. Econ. Soc. 51:2298–316
     [Google Scholar]
  91. Lepak DP, Snell SA. 1999. The human resource architecture: toward a theory of human capital allocation and development. Acad. Manag. Rev. 24:131–48
     [Google Scholar]
  92. Leslie LM, Manchester CF, Park TY, Mehng SA. 2012. Flexible work practices: a source of career premiums or penalties?. Acad. Manag. J. 55:61407–28
     [Google Scholar]
  93. Lomas T, Medina JC, Ivtzan I, Rupprecht S, Eiroa-Orosa FJ. 2018. A systematic review of the impact of mindfulness on the well-being of healthcare professionals. J. Clin. Psychol. 74:3319–55
     [Google Scholar]
  94. Maltarich MA, Nyberg AJ, Reilly G, Abdulsalam D, Martin M 2017. Pay-for-performance, sometimes: an interdisciplinary approach to integrating economic rationality with psychological emotion to predict individual performance. Acad. Manag. J. 60:62155–74
     [Google Scholar]
  95. Marasi S, Bennett RJ. 2016. Pay communication: Where do we go from here?. Hum. Resour. Manag. Rev. 26:150–58
     [Google Scholar]
  96. Markoulli MP, Lee CISG, Byington E, Felps WA 2017. Mapping human resource management: reviewing the field and charting future directions. Hum. Resour. Manag. Rev. 27:3367–96
     [Google Scholar]
  97. Martin TN, Ottemann R. 2016. Generational workforce demographic trends and total organizational rewards which might attract and retain different generational employees. J. Behav. Appl. Manag. 16:291–115
     [Google Scholar]
  98. Martin WM. 2020. One size fits all: do dual-income couples and families require different benefits?. Compens. Benefits Rev. 52:253–63
     [Google Scholar]
  99. Masterson C, Sugiyama K, Ladge J. 2021. The value of 21st century work-family supports: review and cross-level path forward. J. Organ. Behav. 42:2118–38
     [Google Scholar]
  100. Merritt-Hawkins 2020. 2020 Review of Physician and Advanced Practitioner Recruiting Incentives and the Impact of COVID-19 Dallas, TX: Merritt-Hawkins., 27th ed.. https://www.merritthawkins.com/uploadedfiles/merritthawkins_2020_incentive_review.pdf
    [Google Scholar]
  101. Milliken FJ, Martins LL, Morgan H. 1998. Explaining organizational responsiveness to work-family issues: the role of human executives as issue interpreters. Acad. Manag. J. 41:5580–92
     [Google Scholar]
  102. Mitchell OS, Moore JF. 1998. Can Americans afford to retire? New evidence on retirement saving adequacy. J. Risk Insur. 65:3371–400
     [Google Scholar]
  103. Mondello M, Maxcy J. 2009. The impact of salary dispersion and performance bonuses in NFL organizations. Manag. Decis. 47:1110–23
     [Google Scholar]
  104. Montag-Smit TA, Smit BW. 2021. What are you hiding? Employee attributions for pay secrecy policies. Hum. Resour. Manag. J. 31:3704–28
     [Google Scholar]
  105. Mosley K, Miller P. 2019. Physician recruiting incentives: salaries, signing bonuses, value-based pay and benefits. Manag. Healthcare 4:149–56
     [Google Scholar]
  106. Murray B, Dulebohn JH 2021. Strategic benefits management: what we think, what we know and what we need to know. J. Total Rewards 30:123–35
     [Google Scholar]
  107. Nickerson JA, Zenger TR. 2008. Envy, comparison costs, and the economic theory of the firm. Strateg. Manag. J. 29:131429–49
     [Google Scholar]
  108. Nyberg AJ, Maltarich MA, Abdulsalam D, Essman SM, Cragun O. 2018. Collective pay for performance: a cross-disciplinary review and meta-analysis. J. Manag. 44:62433–72
     [Google Scholar]
  109. Nyberg AJ, Moliterno TP, Hale D Jr., Lepak DP. 2014. Resource-based perspectives on unit-level human capital: a review and integration. J. Manag. 40:1316–46
     [Google Scholar]
  110. Obloj T, Zenger T. 2017. Organization design, proximity, and productivity responses to upward social comparison. Organ. Sci. 28:11–18
     [Google Scholar]
  111. Osterman P. 1995. Work/family programs and the employment relationship. Adm. Sci. Q. 40:4681–700
     [Google Scholar]
  112. Oswald FL, Behrend TS, Putka DJ, Sinar E. 2020. Big data in industrial-organizational psychology and human resource management: forward progress for organizational research and practice. Annu. Rev. Organ. Psychol. Organ. Behav. 7:505–33
     [Google Scholar]
  113. Pailhé A, Solaz A. 2019. Is there a wage cost for employees in family-friendly workplaces? The effect of different employer policies. Gend. Work Organ. 26:5688–721
     [Google Scholar]
  114. Parker SL, Bell K, Gagné M, Carey K, Hilpert T 2019. Collateral damage associated with performance-based pay: the role of stress appraisals. Eur. J. Work Organ. Psychol. 28:5691–707
     [Google Scholar]
  115. Parks KM, Steelman LA. 2008. Organizational wellness programs: a meta-analysis. J. Occup. Health Psychol. 13:158–68
     [Google Scholar]
  116. Pfeffer J, Langton N. 1993. The effect of wage dispersion on satisfaction, productivity, and working collaboratively: evidence from college and university faculty. Adm. Sci. Q. 38:3382–407
     [Google Scholar]
  117. Pfeffer J, Witters D, Agrawal S, Harter JK 2020. Magnitude and effects of “sludge” in benefits administration: how health insurance hassles burden workers and cost employers. Acad. Manag. Discov. 6:3325–40
     [Google Scholar]
  118. Ployhart RE, Moliterno TP. 2011. Emergence of the human capital resource: a multilevel model. Acad. Manag. Rev. 36:1127–50
     [Google Scholar]
  119. Pohler D, Schmidt JA. 2016. Does pay-for-performance strain the employment relationship? The effect of manager bonus eligibility on non-management employee turnover. Pers. Psychol. 69:2395–429
     [Google Scholar]
  120. Richardson KM, Rothstein HR. 2008. Effects of occupational stress management intervention programs: a meta-analysis. J. Occup. Health Psychol. 13:169–93
     [Google Scholar]
  121. Ridge JW, Hill AD, Aime F. 2017. Implications of multiple concurrent pay comparisons for top-team turnover. J. Manag. 43:3671–90
     [Google Scholar]
  122. Rosen CC, Slater DJ, Chang CH, Johnson RE 2013. Let's make a deal: development and validation of the ex-post i-deals scale. J. Manag. 39:3709–42
     [Google Scholar]
  123. Rousseau DM, Ho VT, Greenberg J. 2006. I-deals: idiosyncratic terms in employment relationships. Acad. Manag. Rev. 31:4977–94
     [Google Scholar]
  124. Rynes SL, Barber AE. 1990. Applicant attraction strategies: an organizational perspective. Acad. Manag. Rev. 15:2286–310
     [Google Scholar]
  125. Rynes SL, Gerhart B, Parks L. 2005. Personnel psychology: performance evaluation and pay for performance. Annu. Rev. Psychol. 56:571–600
     [Google Scholar]
  126. Salin D, Notelaers G. 2020. Friend or foe? The impact of high-performance work practices on workplace bullying. Hum. Resour. Manag. J. 30:2312–26
     [Google Scholar]
  127. Sammer J. 2018. Welcome, Generation Z: Here's your benefits package. SHRM July 6. https://www.shrm.org/resourcesandtools/hr-topics/benefits/pages/generation-z-benefits-package.aspx?_ga=2.105377091.1960666964.1625412330-1819316159.1625412330
    [Google Scholar]
  128. Samnani A, Singh P. 2014. Performance-enhancing compensation practices and employee productivity: the role of workplace bullying. Hum. Resour. Manag. Rev. 24:15–16
     [Google Scholar]
  129. Scott D, Brown M, Shields J, Long RJ, Antoni CH et al. 2015. A global study of pay preferences and employee characteristics. Compens. Benefits Rev. 47:260–70
     [Google Scholar]
  130. Seo J, Gamache DL, Devers CE, Carpenter MA. 2015. The role of CEO relative standing in acquisition behavior and CEO pay. Strateg. Manag. J. 36:121877–94
     [Google Scholar]
  131. Shaw JD. 2014. Pay dispersion. Annu. Rev. Organ. Psychol. Organ. Behav. 1:521–44
     [Google Scholar]
  132. Shaw JD, Gupta N. 2007. Pay system characteristics and quit patterns of good, average, and poor performers. Pers. Psychol. 60:4903–28
     [Google Scholar]
  133. Shaw JD, Gupta N. 2015. Let the evidence speak again! Financial incentives are more effective than we thought. Hum. Resour. Manag. J. 25:3281–93
     [Google Scholar]
  134. Shaw JD, Gupta N, Delery JE. 2002. Pay dispersion and workforce performance: moderating effects of incentives and interdependence. Strateg. Manag. J. 23:6491–512
     [Google Scholar]
  135. Shaw JD, Zhou X. 2021. Explained pay dispersion: a 20-year review of human resource management research and beyond. Res. Pers. Hum. Resour. Manag. 39:47–69
     [Google Scholar]
  136. SimanTov-Nachlieli I, Bamberger P 2021. Pay communication, justice, and affect: the asymmetric effects of process and outcome pay transparency on counterproductive workplace behavior. J. Appl. Psychol. 106:2230–49
     [Google Scholar]
  137. Simmons R, Berri DJ. 2011. Mixing the princes and the paupers: pay and performance in the National Basketball Association. Labour Econ 18:3381–88
     [Google Scholar]
  138. Smit BW, Montag-Smit T. 2018. The role of pay secrecy policies and employee secrecy preferences in shaping job attitudes. Hum. Resour. Manag. J. 28:2304–24
     [Google Scholar]
  139. Smit BW, Montag-Smit T. 2019. The pay transparency dilemma: development and validation of the pay information exchange preferences scale. J. Appl. Psychol. 104:4537–58
     [Google Scholar]
  140. Society for Human Resource Management 2019. Employee benefits executive summary Rep. Soc. Hum. Resour. Manag. Alexandria, VA: https://shrm.org/hr-today/trends-and-forecasting/research-and-surveys/Pages/Benefits19.aspx?_ga=2.103754432.1960666964.1625412330-1819316159.1625412330
    [Google Scholar]
  141. Tetrick LE, Weathington BL, Da Silva N, Hutcheson JM 2010. Individual differences in attractiveness of jobs based on compensation package components. Empl. Responsib. Rights J. 22:3195–211
     [Google Scholar]
  142. Trevor CO, Reilly G, Gerhart B 2012. Reconsidering pay dispersion's effect on the performance of interdependent work: reconciling sorting and pay inequality. Acad. Manag. J. 55:3585–610
     [Google Scholar]
  143. Uggerslev KL, Fassina NE, Kraichy D. 2012. Recruiting through the stages: a meta-analytic test of predictors of applicant attraction at different stages of the recruiting process. Pers. Psychol. 65:3597–660
     [Google Scholar]
  144. van der Klink JJ, Blonk RW, Schene AH, van Dijk FJ 2001. The benefits of interventions for work-related stress. Am. J. Public Health 91:2270–76
     [Google Scholar]
  145. Warren T. 2021. Work–life balance and gig work: ‘where are we now’ and ‘where to next’ with the work–life balance agenda?. J. Ind. Relat. 63:4522–45
     [Google Scholar]
  146. Weeden KA. 2005. Is there a flexiglass ceiling? Flexible work arrangements and wages in the United States. Soc. Sci. Res. 34:2454–82
     [Google Scholar]
  147. Werner S, Balkin DB 2021. Strategic benefits: how employee benefits can create a sustainable competitive advantage. J. Total Rewards 30:18–22
     [Google Scholar]
  148. Werner S, Kuiate CS, Noland TR, Francia AJ 2016. Benefits and strategic outcomes: Are supplemental retirement plans and safer driving related in the U.S. trucking industry?. Hum. Resour. Manag. 55:5885–900
     [Google Scholar]
  149. Yanadori Y, Cui V. 2013. Creating incentives for innovation? The relationship between pay dispersion in R&D groups and firm innovation performance. Strateg. Manag. J. 34:1502–11
     [Google Scholar]
  150. Yang H, Klaas BS 2011. Pay dispersion and the financial performance of the firm: evidence from Korea. Int. J. Hum. Resour. Manag. 22:102147–66
     [Google Scholar]
/content/journals/10.1146/annurev-orgpsych-012420-055903
Loading
Compensation, Benefits, and Total Rewards: A Bird's-Eye (Re)View
Annual Review of Organizational Psychology and Organizational Behavior 9, 147 (2022); https://doi.org/10.1146/annurev-orgpsych-012420-055903
/content/journals/10.1146/annurev-orgpsych-012420-055903
/content/journals/10.1146/annurev-orgpsych-012420-055903
Loading

Data & Media loading...

  • Article Type: Review Article

Most Cited Most Cited RSS feed

This is a required field
Please enter a valid email address
Approval was a Success
Invalid data
An Error Occurred
Approval was partially successful, following selected items could not be processed due to error