東華大學圖書館 |

Language: English

Help

回圖書館首頁

手機版館藏查詢

Back

Switch To: Labeled | MARC Mode | ISBD

Employee selection practices and per...

Swaney, Amy M.

Linked to FindBook

Google Book

Amazon

博客來

Employee selection practices and performance pay.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Employee selection practices and performance pay./
Author:	Swaney, Amy M.
Description:	67 p.
Notes:	Source: Dissertation Abstracts International, Volume: 75-11(E), Section: A.
Contained By:	Dissertation Abstracts International75-11A(E).
Subject:	Management. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3628597
ISBN:	9781321047240

Employee selection practices and performance pay.
Swaney, Amy M.

Employee selection practices and performance pay. - 67 p.

Source: Dissertation Abstracts International, Volume: 75-11(E), Section: A.

Thesis (Ph.D.)--Michigan State University, 2014.

Moral hazard occurs when employee effort is unobservable and there is information asymmetry regarding the degree of congruence between employee and organizational goals. The empirical research in management control systems focuses on mitigating moral hazard in current employees, ex post of the hire date. However, both economics and management literature acknowledge that there is significant variation in employees' goal congruence even prior to hire. I examine the effectiveness of employee selection practices in resolving the information asymmetry regarding an applicant's ex ante goal congruence. I find that more extensive use of employee selection practices intended to identify goal congruence is positively associated with future employee performance. Further, I find that the association between employee selection practices and performance is weaker in firms that use performance pay in the initial employment contract. Interestingly, I also find a positive association between employee selection practices and use of performance pay in initial contracts.

ISBN: 9781321047240Subjects--Topical Terms:

516664
Management.

Employee selection practices and performance pay.
LDR:01916nmm a2200277 4500 001 2070647
005 20160617121837.5
008 170521s2014 ||||||||||||||||| ||eng d
020 $a 9781321047240
035 $a (MiAaPQ)AAI3628597
035 $a AAI3628597
040 $a MiAaPQ $c MiAaPQ
100 1 $a Swaney, Amy M. $3 3185712
245 1 0 $a Employee selection practices and performance pay.
300 $a 67 p.
500 $a Source: Dissertation Abstracts International, Volume: 75-11(E), Section: A.
500 $a Adviser: Karen L. Sedatole.
502 $a Thesis (Ph.D.)--Michigan State University, 2014.
520 $a Moral hazard occurs when employee effort is unobservable and there is information asymmetry regarding the degree of congruence between employee and organizational goals. The empirical research in management control systems focuses on mitigating moral hazard in current employees, ex post of the hire date. However, both economics and management literature acknowledge that there is significant variation in employees' goal congruence even prior to hire. I examine the effectiveness of employee selection practices in resolving the information asymmetry regarding an applicant's ex ante goal congruence. I find that more extensive use of employee selection practices intended to identify goal congruence is positively associated with future employee performance. Further, I find that the association between employee selection practices and performance is weaker in firms that use performance pay in the initial employment contract. Interestingly, I also find a positive association between employee selection practices and use of performance pay in initial contracts.
590 $a School code: 0128.
650 4 $a Management. $3 516664
650 4 $a Occupational psychology. $3 2122852
690 $a 0454
690 $a 0624
710 2 $a Michigan State University. $b Business Administration - Doctor of Philosophy. $3 2095416
773 0 $t Dissertation Abstracts International $g 75-11A(E).
790 $a 0128
791 $a Ph.D.
792 $a 2014
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3628597