Abstract
| Original language | English |
|---|---|
| Pages | 1-14 |
| Number of pages | 14 |
| Publication status | Published - 2011 |
| Externally published | Yes |
| Event | British Academy of Management (BAM) Conference: BAM 2011 conference proceedings : building and sustaining high performance organisations in a challenging environment - Birmingham, Birmingham, United Kingdom Duration: 13 Sep 2011 → 15 Sep 2011 http://www.bam.ac.uk/bam2011 |
Conference
| Conference | British Academy of Management (BAM) Conference |
|---|---|
| Country | United Kingdom |
| City | Birmingham |
| Period | 13/09/11 → 15/09/11 |
| Internet address |
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Participation in Budget Setting, Evaluation, Incentive Compensation and Employee Motivation to Perform : A Broader Perspective on Expectancy Theory. / Razi, Nazila; More, Elizabeth .
2011. 1-14 Paper presented at British Academy of Management (BAM) Conference, Birmingham, United Kingdom.Research output: Contribution to conference › Conference paper presented at Conference (not in Proceedings) › Research › peer-review
TY - CONF
T1 - Participation in Budget Setting, Evaluation, Incentive Compensation and Employee Motivation to Perform
T2 - A Broader Perspective on Expectancy Theory
AU - Razi, Nazila
AU - More, Elizabeth
PY - 2011
Y1 - 2011
N2 - Previous studies on expectancy theory of motivation have ignored the importance of employees’ commitment to the goals established at the target setting stage. This study addresses limitations to previous research by integrating expectancy and goal setting theories. It extends expectancy theory by incorporating employee participation in budget setting and evaluation and then examines the relationship between employee motivation to perform and performance. The results indicate that the relationship between effort and performance (expectancy) is significantly positive under such circumstances, with, employee motivation to perform positively associated with performance. Incentive compensation could effectively motivate employees if 1) they participate in budgeting processes; 2) organizations use budgeting systems to set achievable targets; 3) workers perceive that the compensation system is a means by which their accomplishments will be linked to the rewards; and 4) and the rewards are attractive and valuable. Overall, the results of this study suggest that budgeting process, performance evaluation and incentive compensation have the potential to be used as predictors of the motivation to perform and, in turn, performance.
AB - Previous studies on expectancy theory of motivation have ignored the importance of employees’ commitment to the goals established at the target setting stage. This study addresses limitations to previous research by integrating expectancy and goal setting theories. It extends expectancy theory by incorporating employee participation in budget setting and evaluation and then examines the relationship between employee motivation to perform and performance. The results indicate that the relationship between effort and performance (expectancy) is significantly positive under such circumstances, with, employee motivation to perform positively associated with performance. Incentive compensation could effectively motivate employees if 1) they participate in budgeting processes; 2) organizations use budgeting systems to set achievable targets; 3) workers perceive that the compensation system is a means by which their accomplishments will be linked to the rewards; and 4) and the rewards are attractive and valuable. Overall, the results of this study suggest that budgeting process, performance evaluation and incentive compensation have the potential to be used as predictors of the motivation to perform and, in turn, performance.
UR - https://www.bam.ac.uk/bam2011-best-papers
M3 - Conference paper presented at Conference (not in Proceedings)
SP - 1
EP - 14
ER -