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dc.contributor.authorFrau, Daniela-
dc.date.accessioned2023-10-21T12:57:54Z-
dc.date.available2023-10-21T12:57:54Z-
dc.date.issued2023-
dc.identifier.urihttps://digitalcollection.zhaw.ch/handle/11475/28921-
dc.description.abstractThis mixed-method study (as part of my dissertation) makes a contribution to the research on developing employees’ trust through collective variable pay for performance (vPfP) systems from a fairness heuristic perspective. In a field quasi-experiment, a mixed vPfP system was implemented in two variants: individual vPfP and team vPfP. The basic hypothesis was that the vPfP system would activate overall positive fairness heuristics, reducing employees’ uncertainty as to whether they were being exploited and increasing their trust in the employer. The findings did not support this. Overall, subjects rewarded according to a mixed system based on both individual and team performance perceived fairness to be significantly lower than subjects receiving a discretionary bonus. The post-study indicated that the focus on team vPfP and the inaccurately measured customer satisfaction ratings activated mainly negative fairness heuristics concerning the assessment of trust in the employer.de_CH
dc.language.isoende_CH
dc.rightsLicence according to publishing contractde_CH
dc.subject.ddc331: Arbeitsökonomiede_CH
dc.titleThe impact of overall fairness in monetary rewards systems on trust in the employer : a longitudinal mixed-method, field quasi-experimentde_CH
dc.typeKonferenz: Paperde_CH
dcterms.typeTextde_CH
zhaw.departementSchool of Management and Lawde_CH
zhaw.organisationalunitInstitute for Organizational Viability (IOV)de_CH
zhaw.conference.details12th FINT Workshop on Trust Within and Between Organizations, Helsinki, Finland, 14-17 June 2023de_CH
zhaw.funding.euNode_CH
zhaw.originated.zhawYesde_CH
zhaw.publication.statuspublishedVersionde_CH
zhaw.publication.reviewPeer review (Publikation)de_CH
zhaw.author.additionalNode_CH
zhaw.display.portraitYesde_CH
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Frau, D. (2023). The impact of overall fairness in monetary rewards systems on trust in the employer : a longitudinal mixed-method, field quasi-experiment. 12th FINT Workshop on Trust within and between Organizations, Helsinki, Finland, 14-17 June 2023.
Frau, D. (2023) ‘The impact of overall fairness in monetary rewards systems on trust in the employer : a longitudinal mixed-method, field quasi-experiment’, in 12th FINT Workshop on Trust Within and Between Organizations, Helsinki, Finland, 14-17 June 2023.
D. Frau, “The impact of overall fairness in monetary rewards systems on trust in the employer : a longitudinal mixed-method, field quasi-experiment,” in 12th FINT Workshop on Trust Within and Between Organizations, Helsinki, Finland, 14-17 June 2023, 2023.
FRAU, Daniela, 2023. The impact of overall fairness in monetary rewards systems on trust in the employer : a longitudinal mixed-method, field quasi-experiment. In: 12th FINT Workshop on Trust Within and Between Organizations, Helsinki, Finland, 14-17 June 2023. Conference paper. 2023
Frau, Daniela. 2023. “The Impact of Overall Fairness in Monetary Rewards Systems on Trust in the Employer : A Longitudinal Mixed-Method, Field Quasi-Experiment.” Conference paper. In 12th FINT Workshop on Trust within and between Organizations, Helsinki, Finland, 14-17 June 2023.
Frau, Daniela. “The Impact of Overall Fairness in Monetary Rewards Systems on Trust in the Employer : A Longitudinal Mixed-Method, Field Quasi-Experiment.” 12th FINT Workshop on Trust within and between Organizations, Helsinki, Finland, 14-17 June 2023, 2023.


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