2011年外文翻译--一线员工的激励、薪酬满意度和工作满意度

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1、6800 英文单词， 37500 英文字符 ， 中文 1.1 万字 文献出处： Stringer C, Didham J, Theivananthampillai P. Motivation, pay satisfaction, and job satisfaction of front-line employeesJ. Qualitative Research in Accounting & Management, 2011, 8(2): 161-179. Motivation, pay satisfaction, and job satisfaction of front-line emp

2、loyees Carolyn Stringer; Jeni Didham ; Paul Theivananthampillai Abstract Purpose This paper aims to explore the complex relationships between intrinsic and extrinsic motivation, pay satisfaction and job satisfaction at the retailer that uses a pay-for-performance plan for front-line employees. Desig

3、n/methodology/approach This paper draws on a single organization case study across seven stores, and uses a survey, archival documents, open-ended questions and researcher interaction with employees and managers. Findings The results provide some support for the complementary nature of intrinsic and

4、 extrinsic motivation. Intrinsic motivation was positively associated with pay and job satisfactions, whereas extrinsic motivation was negatively associated with job satisfaction, and not associated with pay satisfaction. The qualitative insights indicate that pay fairness is important, and those wh

5、o perceived pay was not fair generally made comparisons with others or felt that pay did not reflect their effort. It is also found that the majority of employees perceived that goals were clear. Research limitations/implications The dominance of extrinsic motivation without including behavioural, s

6、ocial, and psychological factors in agency theory research is questioned. The research finds no support for crowding out, but rather finds some evidence of crowding in where intrinsic motivation is enhanced, to the detriment of extrinsic motivation. Practical implications The findings highlight that managers should enhance both intrinsic and extrinsic motivation, and pay employees well to increase job satisfaction. Originality/value Few studies examine incentives for front-l