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008			210601s2021 si | o |||| 0|eng d
020			_a9789811623431
024	7		_a10.1007/978-981-16-2343-1 _2doi
040			_aES-VaU _bspa _cES-VaU _dES-VaU
050		4	_aHF5549-5549.5 _b2021 EB
100	1		_aKwok, Andrei O. J. _eautor. _4aut _4http://id.loc.gov/vocabulary/relators/aut
245	0	0	_aAugmenting Employee Trust and Cooperation _cby Andrei O J Kwok, Motoki Watabe, Pervaiz K Ahmed
250			_a1st ed. 2021.
264		1	_aSingapore _c2021 _bSpringer International Publishing
300			_a1 recurso en línea
336			_atexto _btxt _2rdacontent
337			_aelectrónico _bc _2rdamedia
338			_arecurso electrónico _bcr _2rdacarrier
505	0		_aChapter 1. Rewards: An intersection between psychology and management -- Chapter 2. Excessive extrinsic rewards in workplace relationships -- Chapter 3. Psychological contract and rewards -- Chapter 4. Individual differences in cooperation -- Chapter 5. Does trust matter? -- Chapter 6. Strategic organizational decision-making.
520			_aThis book is an essential guide for academics and practitioners to understand employees' differences in personality and how best to motivate them accordingly. The authors provide an in-depth perspective of how organizations can better prepare for the new realities of the workplace. Amidst the war for talent and a continually evolving workplace that has reduced employee psychological attachment, employees prefer to be treated as individuals with the expectation of individual recognition and reward. The authors draw from their personal, corporate, and research experience by combining interdisciplinary perspectives (organizational behavior, human resource management, psychology, sociology, economics) to offer holistic insights into individual expectancy and motivation integral to a successful employer-employee interaction. Interestingly, research remains lacking on the effects of excessive extrinsic rewards on trust and cooperation. Hence, this book fulfills significant gaps in vital areas that existing studies have not yet sufficiently addressed. These areas are psychological contract, excessive extrinsic rewards, and individual differences in personality (locus of control and general trust). The authors use scenario-based laboratory experiments to examine the moderating effects of locus of control and general trust that underscore employee expectations. The differential effects contribute to insight on behavioral outcomes in the workplace that result from employee perception, personality, and intention towards the provision of rewards. Consequently, the book dispels the discrepancies between economists and psychologists about the efficacy of rewards. Findings demonstrate that although excessive extrinsic rewards augment all employees' trust and cooperation, it is vital for employers to reward selectively those who are most deserving. Findings offer a deeper understanding of the saliency, efficacy, and judiciousness of excessive extrinsic rewards. Employers will benefit by understanding how best to tailor rewards to motivate each employee.
856	4	0	_uhttps://go.openathens.net/redirector/universidadeuropea.es?url=https://doi.org/10.1007/978-981-16-2343-1 _zAcceso a este recurso digital (usuarios Universidad Europea de Valencia)
942			_2lcc _cLE
988			_aSpringer_Business_2021
999			_c239211 _d239211