Performance-related pay in Chinese professional sports.

Baruch, Yehuda; Wheeler, Kenneth G.; Zhao, Xia. Feb2004, International Journal of Human Resource Management, Vol. 15 Issue 1, p245, 15p.

There have been numerous research studies and discussions of performance-related pay (PRP) in the human resource management literature, but very little research on PRP has included samples from non-Western societies. Moreover, few have studied PRP in the sport sector. The present study supports an expectancy model framework for PRP for professional athletes in China. The findings indicate the importance of the valence for monetary incentives, the instrumentality of performance for these incentives and clear individual and group objectives for improving performance. Comparisons for individual versus team and for females versus males yield important differences in the perception of the components of PRP programmes.

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Cultural values in relation to equity sensitivity within and across cultures.

Wheeler, Kenneth G. 2002, Journal of Managerial Psychology, Vol. 17 Issue 7, p612, 16p.

Presents a study that examined the relation of equity sensitivity to culturally related values of employees. Discussion on equity sensitivity; Analysis of collectivism-individualism; Importance of understanding the relationships of culturally related values to the effectiveness of organizational reward systems.  

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Unraveling the mysteries of gender differences in intentions to leave the organization.

Miller, Jane Giacobbe; Wheeler, Kenneth G. Sep92, Journal of Organizational Behavior, Vol. 13 Issue 5, p463, 14p.

Examines the influence of gender differences in organizational turnovers. Rate of women labor force turnover; Determination of psychological and physiological causes; Factors contributing to job satisfaction.

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The Relation of Career and Family Factors to the Expressed Minimum Percentage Pay Increase Required for Relocation.

Wheeler, Kenneth G.; Miller, Jane Giacobbe. Dec90, Journal of Management, Vol. 16 Issue 4, p825, 10p.

Employee willingness to relocate can have a major impact on individual career advancement as well as organizational human resource policies. The present study examines the relationship of career and family, factors to the lowest percentage pay increase required to relocate to another city or state for males and females. The results support previous studies concerning gender differences. However, gender does not remain as a significant predictor of willingness to relocate when controlling for other career and family-related factors.

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Comparisons of self-efficacy and expectancy models of occupational preferences for college males and females.

Wheeler, Kenneth G., Mar1983, Journal of Occupational PsychologyVol. 56 Issue 1, p73, 6p.

Focuses on the relation between individual work value and the availability of desired rewards in different occupations. Analysis on expectancy model stressing personal perceptions; Factors influencing sex differences in occupational preferences.

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Sex differences in perceptions of desired rewards, availability of rewards, and abilities in relation to occupational selection.

Wheeler, Kenneth G. Journal of Occupational Psychology, Jun81, Vol. 54 Issue 2, p141, 8p.

Examines the sex differences in the perception of desired rewards in an occupation. Similarity on preference for business course; Perception on required abilities in an occupation; Differences in decision making styles.

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