Kimberly K. Merriman
Kimberly K. Merriman
Professor, Manning School of Business at UMass Lowell
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The effects of CEO pay structure on corporate social performance
JR Deckop, KK Merriman, S Gupta
Journal of Management 32 (3), 329-342, 2006
4182006
Antecedents and consequences of basic versus career enrichment benefit satisfaction
G Blau, K Merriman, DS Tatum, SV Rudmann
Journal of Organizational Behavior: The International Journal of Industrial …, 2001
812001
Impact of variable risk preferences on the effectiveness of control by pay
JR Deckop, KK Merriman, G Blau
Journal of Occupational and Organizational Psychology 77 (1), 63-80, 2004
682004
Profiling virtual employees: The impact of managing virtually
KK Merriman, SM Schmidt, D Dunlap-Hinkler
Journal of Leadership & Organizational Studies 14 (1), 6-15, 2007
662007
“Equality theory” as a counterbalance to equity theory in human resource management
DA Morand, KK Merriman
Journal of Business Ethics 111 (1), 133-144, 2012
612012
Incenting managers toward the triple bottom line: An agency and social norm perspective
KK Merriman, S Sen
Human Resource Management 51 (6), 851-871, 2012
592012
Loss aversion and variable pay: a motivational perspective
KK Merriman, JR Deckop
The International Journal of Human Resource Management 18 (6), 1026-1041, 2007
462007
Employees and sustainability: the role of incentives
KK Merriman, S Sen, AJ Felo, BE Litzky
Journal of Managerial Psychology, 2016
182016
On the Folly of Rewarding Team Performance, While Hoping for Teamwork
KK Merriman
Compensation & Benefits Review 41 (1), 61-66, 2009
182009
The psychological role of pay systems in choosing to work more hours
KK Merriman
Human Resource Management Review 24 (1), 67-79, 2014
162014
Goal orientation and feedback congruence: Effects on discretionary effort and achievement
KK Merriman, RB Clariana, RJ Bernardi
Journal of Applied Social Psychology 42 (11), 2776-2796, 2012
142012
Employers Warm Up to Online Education: Online degree programs are gaining respect from employers as employees increasingly take advantage of them
K Merriman
HR MAGAZINE 51 (1), 79, 2006
142006
Extrinsic work values and feedback: Contrary effects for performance and well-being
KK Merriman
human relations 70 (3), 339-361, 2017
122017
Virtual intraorganizational authority relationships: Implications for trust, support, and influence
KK Merriman, SM Schmidt, G Ross, D Dunlap-Hinkler
Academy of Management Best Conference Paper, 11-15, 2004
102004
Self Appraisal'Voice'and Perceptions of Justice: Examining the Impact and Interdependence of Instrumental and Value-Expressive Effects.
D Geddes, K Merriman, G Ross III, D Dunlap-Hinkler
International Journal of Conflict Management 14 (1), 2003
82003
Lost in translation: cultural interpretations of performance pay
KK Merriman
Compensation & Benefits Review 42 (5), 403-410, 2010
72010
Valuation of Human Capital: Quantifying the Importance of an Assembled Workforce
KK Merriman
Springer, 2017
62017
Low-trust teams prefer individualized pay
KK Merriman
Harvard Business Review 86, 32, 2008
62008
Pay mix policies as (dis) incentives in motivated job choice decisions.
KK Merriman, LA Turner, M Galizzi, M HaynesBaratz
Translational Issues in Psychological Science 2 (2), 184, 2016
52016
Leadership and perseverance
KK Merriman
Leadership today, 335-350, 2017
42017
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Artikkelit 1–20