Augmenting Employee Trust and Cooperation
Autor Andrei O. J. Kwok, Motoki Watabe, Pervaiz K. Ahmeden Limba Engleză Hardback – 2 iun 2021
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.
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Specificații
ISBN-13: 9789811623424
ISBN-10: 9811623422
Pagini: 133
Ilustrații: XVII, 133 p. 26 illus., 12 illus. in color.
Dimensiuni: 155 x 235 mm
Greutate: 0.4 kg
Ediția:1st ed. 2021
Editura: Springer Nature Singapore
Colecția Springer
Locul publicării:Singapore, Singapore
ISBN-10: 9811623422
Pagini: 133
Ilustrații: XVII, 133 p. 26 illus., 12 illus. in color.
Dimensiuni: 155 x 235 mm
Greutate: 0.4 kg
Ediția:1st ed. 2021
Editura: Springer Nature Singapore
Colecția Springer
Locul publicării:Singapore, Singapore
Cuprins
Chapter 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.
Notă biografică
Dr. Andrei O. J. Kwok is a Senior Lecturer at the Department of Management, Sunway University Business School. He holds a Ph.D. in Management from Monash University Malaysia. His research focuses on decision-making behavior (trust and cooperation) and emerging/frontier technologies. Andrei has published multidisciplinary and interdisciplinary papers in several leading international journals. Currently, he serves on the editorial board of SN Business & Economics. Before joining academia, he managed international cross-functional teams in several global technology MNCs, such as Seagate, delivering high-complexity R&D projects, coaching and training high-performance teams to meet organizational goals, and client partnership development. Andrei is also professionally certified as PMI-Agile Certified Practitioner®, Certified Scrum Master®, and Project Management Professional®. He is also a member of the Chartered Management Institute.
Associate Professor Motoki Watabe, at the Department of Management, is the Director of Neurobusiness Behavioural Laboratory (NBL) at the School of Business, Monash University Malaysia. Motoki has been working on the emergence of trust, fairness, and cooperation in organization and society with behavioral experimental and neuroscientific methods. He obtained Ph.D. in sociology at the University of California, Los Angeles. Specific major was social psychology and organizational behavior. He started his academic career at Kyoto University, Japan, and moved to Waseda University in 2007. He joined Monash in 2013 as an Associate Professor. He has been the Vice-Director of Neurobusiness from 2014-2018 and the Director of Graduate Research from 2015-2018. He has published papers in psychology, economics, political science, sociology, and neuroscience journals. His co-authored book “Unpleasant Workplace” became a best-seller book of 2008 in Japan.
Professor Pervaiz K. Ahmed is the Head of School (School of Business), Monash University Malaysia, Director of the Global Asia in the 21st Century (G21) and also Director of the Enterprise and Innovation Hub (eiHub). Pervaiz held a number of senior academic positions in the UK. Pervaiz has published extensively in international journals. He is a regular keynote speaker and won numerous academic awards for his research. He has served as editor and sat on the editorial boards of several international journals. His research interests cut across entrepreneurship, religion, ethics, and social responsibility. He has extensive experience working with and advising blue chip companies and public sector organizations, such as Unilever, Ford, AT&T, NCR, British Telecommunications, and the NHS in Europe. He has also been involved with corporate clients in Asia such as Malaysia Airlines, CELCOM, Sunway Group as well as government agencies such as the Singapore National Productivity Council. He has also been involved with the Islamic Development Bank as well as the Government of Dubai’s Public Sector Innovation and Improvement Initiative. Recently, he has served on projects commissioned by Economic Planning Unit (EPU), Ministry of International Trade (MITI) and APEC secretariat.
Textul de pe ultima copertă
This 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.
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.
Caracteristici
Serves as a companion book for human resource practitioners and a ‘how-to book’ on understanding employee personality differences Identifies how the evolving landscape creates challenges and opportunities for employers to engage with employees in the future of work Offers a multidisciplinary perspective on workplace relationships