Type of Document Dissertation Author Agim, Innocent Ukomadu URN etd-02052007-081245 Title Merit pay in the public sector : bright promise or false hope Degree PhD Department Public Administration and Public Affairs Advisory Committee
Advisor Name Title Wolf, James F. Committee Chair Dudley, Larkin S. Committee Member Roback, Thomas H. Committee Member Shareef, Reginald A. T. Committee Member Wamsley, Gary L. Committee Member Keywords
- Civil service United States Personnel management
- Merit pay
Date of Defense 1994-09-20 Availability restricted Abstract
Merit pay refers to the awarding of differential amounts of financial rewards to deserving employees based on their individual performances as measured by Performance appraisal and Rating. The idea is that such a practice would act as a spur to all employees -- both deserving and undeserving-- to improve their productivity to earn the extra pay. The systemic effect would be enhanced organizational productivity and effectiveness. Although it has fallen in and out of favor over the years, as its long history in the public sector shows, interest in the concept endures. So has the controversy surrounding its efficacy or the lack thereof.
This dissertation is an attempt to further our understanding of the potential of merit pay in the public sector. To this end, it makes a critical assessment of the efficacy or the lack thereof of merit pay programs in the public sector. This has been done by integrating the findings of thirty-six empirical studies that examined such programs. Twenty-nine of these studies elicited from employees their perceptions affected of how merit pay in their organizations has employee motivation, productivity, and organizational effectiveness. The remaining seven represent authors' (non-respondent) conclusions regarding the effect of merit pay on the above variables in the organizations they examined.
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