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Adoption and performance of innovati...

Tullis, Kim Jay.

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Adoption and performance of innovative versus traditional compensation plans: The role of institutional and strategic factors.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Adoption and performance of innovative versus traditional compensation plans: The role of institutional and strategic factors./
Author:	Tullis, Kim Jay.
Description:	183 p.
Notes:	Source: Dissertation Abstracts International, Volume: 58-02, Section: A, page: 0516.
Contained By:	Dissertation Abstracts International58-02A.
Subject:	Business Administration, Management. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=9721267
ISBN:	0591299739

Adoption and performance of innovative versus traditional compensation plans: The role of institutional and strategic factors.
Tullis, Kim Jay.

Adoption and performance of innovative versus traditional compensation plans: The role of institutional and strategic factors. - 183 p.

Source: Dissertation Abstracts International, Volume: 58-02, Section: A, page: 0516.

Thesis (Ph.D.)--University of Arkansas, 1996.

The adoption and performance of human resource innovations is a lightly researched topic in the management literature. This study has examined factors that play a role in the selection of an innovative compensation program as opposed to a more traditional compensation program. The selection and performance of specific compensation plans was examined in relationship to two topic areas theorized to be of interest. The first area is institutional theory, represented by a model from Oliver (1991). This model describes the various forms of institutional influence, as well as the level of resistance an organization can exhibit relative to these influences. The second area is organizational strategy, represented by Porter's (1980; 1985) competitive strategy model.

ISBN: 0591299739Subjects--Topical Terms:

626628
Business Administration, Management.

Adoption and performance of innovative versus traditional compensation plans: The role of institutional and strategic factors.
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100 1 $a Tullis, Kim Jay. $3 1949247
245 1 0 $a Adoption and performance of innovative versus traditional compensation plans: The role of institutional and strategic factors.
300 $a 183 p.
500 $a Source: Dissertation Abstracts International, Volume: 58-02, Section: A, page: 0516.
500 $a Director: Parshotam Dass.
502 $a Thesis (Ph.D.)--University of Arkansas, 1996.
520 $a The adoption and performance of human resource innovations is a lightly researched topic in the management literature. This study has examined factors that play a role in the selection of an innovative compensation program as opposed to a more traditional compensation program. The selection and performance of specific compensation plans was examined in relationship to two topic areas theorized to be of interest. The first area is institutional theory, represented by a model from Oliver (1991). This model describes the various forms of institutional influence, as well as the level of resistance an organization can exhibit relative to these influences. The second area is organizational strategy, represented by Porter's (1980; 1985) competitive strategy model.
520 $a Questionnaire-based survey data were collected from 144 organizations using traditional compensation plans and 102 organizations using skill-based pay. Questions were asked about a variety of organizational, demographic, and strategic factors believed to be relevant for the application of various compensation plans used by respondents. The hypothesized study relationships were analyzed using logistic and hierarchical multiple regression procedures. Supplemental analyses were undertaken which included the addition of statistical control for certain demographic and organizational characteristics.
520 $a Results of this study support the idea that institutional factors play a significant role in the adoption of an innovative versus traditional compensation system. The study also found support for the role of institutional factors in the performance of both innovative and traditional compensation plans. Results of this research contribute to the management literature in three ways. First, a better understanding is obtained of the factors which influence the selection of an innovative compensation program. Second, the study describes the role of institutional factors in compensation plan performance. Third, this study demonstrates the application of principles from organization theory to the arena of human resource management.
590 $a School code: 0011.
650 4 $a Business Administration, Management. $3 626628
650 4 $a Sociology, Industrial and Labor Relations. $3 1017858
690 $a 0454
690 $a 0629
710 2 0 $a University of Arkansas. $3 1017562
773 0 $t Dissertation Abstracts International $g 58-02A.
790 1 0 $a Dass, Parshotam, $e advisor
790 $a 0011
791 $a Ph.D.
792 $a 1996
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=9721267