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|English to Polish translations [PRO]|
Marketing / Market Research
|English term or phrase: OCBs|
|3.6. Individual outcomes of compensation|
This area of study includes research that looks at the outcomes of pay level and incentive pay (see Fig.
7). Different forms of incentive pay have been found to be related to outcomes, such as job satisfaction,
greater performance (quantity not quality), less turnover for high performers, greater employment
stability, less absenteeism, greater risk taking in decisions, fewer OCBs (for employees low in value
alignment), greater wage procyclicality (being coupled with economic cycles), higher levels of
depression, greater creativity performance, greater unmet job expectations (in work teams), less
willingness to quit, and more somatic complaints. Higher pay levels have been found to be related to
outcomes, such as lower turnover, greater job acceptances, changes in gender roles, and greater
perceived success of experienced workers. Interestingly, only nine studies looked at individual outcomes
of pay levels, while over 70 looked at individual (gender, race, and other) determinants of pay.
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