Barry Gerhart
Biographic Data
| ID | 1069999 |
|---|---|
| NAME | Barry Gerhart |
| GIVEN NAMES | Barry |
| FAMILY NAME | Gerhart |
| SIGNATURE | GERHART B |
| AFFILIATIONS | University of Wisconsin–Madison |
| VERIFIED | No |
| TOTAL WORKS | 10 |
| TOTAL CITATIONS | 40 |
| AUTHOR COUNT | 10 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1987 |
| LATEST PUBLICATION YEAR | 2015 |
| H-INDEX | 2 |
Pay, Intrinsic Motivation, Extrinsic Motivation, Performance, and Creativity in the Workplace: Revisiting Long-Held Beliefs
The role of compensation or extrinsic rewards, including pay for performance (PFP), has received relatively little attention in the organizational behavior/psychology literature on work motivation. What attention it has received has often taken the form of raising cautions about the potential harmful effects of PFP on (intrinsic) work motivation, as well as on creativity. We critically assess the theory and evidence that have provided the basis f…
Cross Cultural Management Research: Assumptions, Evidence, and Suggested Directions
National culture is widely viewed as a constraint on management practice. However, that view is increasingly inconsistent with available empirical evidence. Building on earlier work, this article maps out the key assumptions that must be met for cross cultural management research that uses national culture (mean) scores, such as those available from Hofstede and the GLOBE project, to yield relevant and interpretable findings. It is found that the…
The (affective) dispositional approach to job satisfaction: Sorting out the policy implications
The dispositional approach to job attitudes has played an important role in refocusing attention in organizational behavior on person factors, in addition to situational factors, as determinants of job attitudes and behaviors. I focus on what have been suggested as policy implications of research on dispositions, in particular, research on affective dispositions. My reading of the evidence suggests that affective dispositional factors may be usef…
Compensation: Theory, Evidence, and Strategic Implications
authors artfully synthesize complex scholarly articles from economics, psychology, and sociology. The organization of the book is exceptionally transparent... Compensation should be accessible to a wide range of readers who appreciate a multidisciplinary perspective on organizational issues... I cannot emphasize enough how effectively and Rynes discuss compensation thoughout this book. As an experienced academic researcher, I have already benefit…
Compensation in Organizations: Current Research and Practice
Foreword. Preface. The Authors. Psychological Research on Determinants of Pay: Review, Evaluation, and Suggestions for Future Research (S. Rynes & J. Bono). Compensation, Attraction, and Retention (A. Barber & R. Bretz). Compensation Attitudes: A Review and RecommAndation for Future Research (H. Heneman & T. Judge). Incentives and Motivation (K. Bartol & E. Locke). Compensation Strategy and Firm Performance (B. Gerhart). The Effects of Changes in…
Personnel Economics
The Impact of Human Resource Management on Organizational Performance: Progress and Prospects.
We describe why human resource management (HRM) decisions are likely to have an important and unique influence on organizational performance. Our hope is that this research forum will help advance ...
Profit Sharing: Does It Make a Difference
Gender Differences in Current and Starting Salaries: The Role of Performance, College Major, and Job Title
This study examines starting and current salaries of exempt employees hired between 1976 and 1986 by a large, private firm. In 1986 the ratio of women's salaries to men's was 88%. With controls for year of hire, potential experience, degree, college major, firm tenure, performance, and job title, the ratio is 94-95% for the full sample and 97-98% for college graduates. Women's 1986 salary disadvantage can be traced largely to their salary disadva…
"Comment on Louis Jacobson's "A Tale of Employment Decline in Two Cities: How Bad Was the Worst of Times
Gender Differences in Current and Starting Salaries: The Role of Performance, College Major, and Job Title
This study examines starting and current salaries of exempt employees hired between 1976 and 1986 by a large, private firm. In 1986 the ratio of women's salaries to men's was 88%. With controls for year of hire, potential experience, degree, college major, firm tenure, performance, and job title, the ratio is 94-95% for the full sample and 97-98% for college graduates. Women's 1986 salary disadvantage can be traced largely to their salary disadva…
Cross Cultural Management Research: Assumptions, Evidence, and Suggested Directions
National culture is widely viewed as a constraint on management practice. However, that view is increasingly inconsistent with available empirical evidence. Building on earlier work, this article maps out the key assumptions that must be met for cross cultural management research that uses national culture (mean) scores, such as those available from Hofstede and the GLOBE project, to yield relevant and interpretable findings. It is found that the…
"Comment on Louis Jacobson's "A Tale of Employment Decline in Two Cities: How Bad Was the Worst of Times
Gender Differences in Current and Starting Salaries: The Role of Performance, College Major, and Job Title
This study examines starting and current salaries of exempt employees hired between 1976 and 1986 by a large, private firm. In 1986 the ratio of women's salaries to men's was 88%. With controls for year of hire, potential experience, degree, college major, firm tenure, performance, and job title, the ratio is 94-95% for the full sample and 97-98% for college graduates. Women's 1986 salary disadvantage can be traced largely to their salary disadva…
Profit Sharing: Does It Make a Difference
The Impact of Human Resource Management on Organizational Performance: Progress and Prospects.
We describe why human resource management (HRM) decisions are likely to have an important and unique influence on organizational performance. Our hope is that this research forum will help advance ...
Personnel Economics
Compensation in Organizations: Current Research and Practice
Foreword. Preface. The Authors. Psychological Research on Determinants of Pay: Review, Evaluation, and Suggestions for Future Research (S. Rynes & J. Bono). Compensation, Attraction, and Retention (A. Barber & R. Bretz). Compensation Attitudes: A Review and RecommAndation for Future Research (H. Heneman & T. Judge). Incentives and Motivation (K. Bartol & E. Locke). Compensation Strategy and Firm Performance (B. Gerhart). The Effects of Changes in…
The (affective) dispositional approach to job satisfaction: Sorting out the policy implications
The dispositional approach to job attitudes has played an important role in refocusing attention in organizational behavior on person factors, in addition to situational factors, as determinants of job attitudes and behaviors. I focus on what have been suggested as policy implications of research on dispositions, in particular, research on affective dispositions. My reading of the evidence suggests that affective dispositional factors may be usef…
Compensation: Theory, Evidence, and Strategic Implications
authors artfully synthesize complex scholarly articles from economics, psychology, and sociology. The organization of the book is exceptionally transparent... Compensation should be accessible to a wide range of readers who appreciate a multidisciplinary perspective on organizational issues... I cannot emphasize enough how effectively and Rynes discuss compensation thoughout this book. As an experienced academic researcher, I have already benefit…
Cross Cultural Management Research: Assumptions, Evidence, and Suggested Directions
National culture is widely viewed as a constraint on management practice. However, that view is increasingly inconsistent with available empirical evidence. Building on earlier work, this article maps out the key assumptions that must be met for cross cultural management research that uses national culture (mean) scores, such as those available from Hofstede and the GLOBE project, to yield relevant and interpretable findings. It is found that the…
Pay, Intrinsic Motivation, Extrinsic Motivation, Performance, and Creativity in the Workplace: Revisiting Long-Held Beliefs
The role of compensation or extrinsic rewards, including pay for performance (PFP), has received relatively little attention in the organizational behavior/psychology literature on work motivation. What attention it has received has often taken the form of raising cautions about the potential harmful effects of PFP on (intrinsic) work motivation, as well as on creativity. We critically assess the theory and evidence that have provided the basis f…
Psychology (7 works) · Economics (6 works) · Social Psychology (5 works) · Business (4 works) · Sociology (4 works) · Social Psychology (3 works) · Accounting and Organizational Management (2 works) · Compensation (psychology) (2 works) · Computer Science (2 works) · Cultural Differences and Values (2 works)