|Publication type:||Conference other|
|Type of review:||Not specified|
|Title:||The impact of monetary rewards on trust in the employer|
|Conference details:||3. SML Research Colloquium, Winterthur, 24. Februar 2017|
|Subjects:||Research colloquium; Trust; Monetary reward; Employer|
|Subject (DDC):||658.3: Human resource management|
|Abstract:||A climate of trust is essential for achieving a positive employment relationship. Different studies have analyzed the antecedents and consequences of trust in organizations. Trust has a positive impact on organizational performance and effectiveness, and positively influences work-related behaviors and Motivation (Dirks 1999, as cited in Ferrin & Dirks 2001: 457; Searle et al., 2011a:170). A better understanding of how monetary rewards and trust relate to each other is a crucial area of inquiry. I will examine whether there are characteristics of monetary rewards that have a positive and/or a negative influence on the level of trust in the employer, focusing on characteristics related to work and organizational context (e.g., industry, structure, culture, strategy, and HR policies) as well as on social and psychological characteristics (e.g., perceptions and behaviors).|
|Fulltext version:||Published version|
|License (according to publishing contract):||Licence according to publishing contract|
|Departement:||School of Management and Law|
|Organisational Unit:||Institute for Organizational Viability (IOV)|
|Appears in collections:||Publikationen School of Management and Law|
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