LEADER 04285nam 22006255 450 001 9910484358803321 005 20251113210920.0 010 $a981-16-2343-0 024 7 $a10.1007/978-981-16-2343-1 035 $a(CKB)4100000011951204 035 $a(MiAaPQ)EBC6635728 035 $a(Au-PeEL)EBL6635728 035 $a(OCoLC)1255221158 035 $a(PPN)265474981 035 $a(DE-He213)978-981-16-2343-1 035 $a(EXLCZ)994100000011951204 100 $a20210601d2021 u| 0 101 0 $aeng 135 $aurcnu|||||||| 181 $ctxt$2rdacontent 182 $cc$2rdamedia 183 $acr$2rdacarrier 200 10$aAugmenting Employee Trust and Cooperation /$fby Andrei O. J. Kwok, Motoki Watabe, Pervaiz K. Ahmed 205 $a1st ed. 2021. 210 1$aSingapore :$cSpringer Nature Singapore :$cImprint: Springer,$d2021. 215 $a1 online resource (143 pages) 311 1 $a981-16-2342-2 320 $aIncludes bibliographical references. 327 $aChapter 1. Rewards: An intersection between psychology and management -- Chapter 2. Excessive extrinsic rewards in workplace relationships -- Chapter 3. Psychological contract and rewards -- Chapter 4. Individual differences in cooperation -- Chapter 5. Does trust matter? -- Chapter 6. Strategic organizational decision-making. 330 $aThis book is an essential guide for academics and practitioners to understand employees? differences in personality and how best to motivate them accordingly. The authors provide an in-depth perspective of how organizations can better prepare for the new realities of the workplace. Amidst the war for talent and a continually evolving workplace that has reduced employee psychological attachment, employees prefer to be treated as individuals with the expectation of individual recognition and reward. The authors draw from their personal, corporate, and research experience by combining interdisciplinary perspectives (organizational behavior, human resource management, psychology, sociology, economics) to offer holistic insights into individual expectancy and motivation integral to a successful employer-employee interaction. Interestingly, research remains lacking on the effects of excessive extrinsic rewards on trust and cooperation. Hence, this book fulfills significant gaps in vital areas that existing studies have not yet sufficiently addressed. These areas are psychological contract, excessive extrinsic rewards, and individual differences in personality (locus of control and general trust). The authors use scenario-based laboratory experiments to examine the moderating effects of locus of control and general trust that underscore employee expectations. The differential effects contribute to insight on behavioral outcomes in the workplace that result from employee perception, personality, and intention towards the provision of rewards. Consequently, the book dispels the discrepancies between economists and psychologists about the efficacy of rewards. Findings demonstrate that although excessive extrinsic rewards augment all employees? trust and cooperation, it is vital for employers to reward selectively those who are most deserving. Findings offer a deeper understanding of the saliency, efficacy, and judiciousness of excessive extrinsic rewards. Employers will benefit by understanding how best to tailor rewards to motivate each employee. 606 $aPersonnel management 606 $aPsychology, Industrial 606 $aManagement 606 $aHuman Resource Management 606 $aOrganizational Psychology 606 $aHuman Resource Development 606 $aManagement 615 0$aPersonnel management. 615 0$aPsychology, Industrial. 615 0$aManagement. 615 14$aHuman Resource Management. 615 24$aOrganizational Psychology. 615 24$aHuman Resource Development. 615 24$aManagement. 676 $a658.3 700 $aKwok$b Andrei O. J.$0846748 701 $aWatabe$b Motoki$01245904 701 $aAhmed$b Pervaiz K$0634224 801 0$bMiAaPQ 801 1$bMiAaPQ 801 2$bMiAaPQ 906 $aBOOK 912 $a9910484358803321 996 $aAugmenting employee trust and cooperation$92918423 997 $aUNINA