Naresh C. Agarwal

The mediating roles of organizational justice on the relationships between HR practices and workplace outcomes: an investigation in China

This study examines the mediating effects of organizational justice (distributive, procedural and interactional) in predicting organizational citizenship behaviour (OCB) and turnover intention from HR practices (empowerment, psychological contract fulfillment, and communication). Using a sample of 242 supervisor–subordinate dyads from Chinese organizations, the results provide empirical evidence of the impact of (a) empowerment on distributive justice perceptions; (b) psychological contract breach on distributive and procedural justice; and (c) communication on procedural justice and interactional justice. The results also demonstrate that perceptions of distributive, procedural, and interactional justice positively predict OCB and perceptions of distributive and interactional justice contribute to turnover intention. The theoretical and practical implications of these results are discussed.

Organisational rewards for a changing workplace: an examination of theory and practice

In response to a rapidly changing business environment, organisations are attempting to implement fundamental changes in how they structure and manage themselves. The current academic and applied literature highlights various initiatives being employed by organisations in their change efforts. These include total quality management, re-engineering, de-layering, downsizing, employee empowerment, teamwork, and customer service. However, empirical evidence suggests that some organisations are more successful than others in initiating and sustaining meaningful change. One potential explanation for such variations lies in the manner in which organisations reward their employees. Some organisations, realising that the reward systems should be congruent with organisational strategy, have begun moving away from traditional reward systems and are increasingly adopting new pay and reward strategies. In this study, we review the relevant theoretical and empirical literature and examine the reward strategies of two c...

Executive Compensation: Examining an Old Issue from New Perspectives

48 COMPENSATION & BENEFITS REVIEW

The effects of firm innovation strategy on executive compensation: evidence from the Canadian mining industry

Executive compensation has attracted much attention over the past few decades. However, a careful review of the literature reveals that there is a need for more empirical studies using different theoretical perspectives. In this paper, we add theoretical insights from strategic management and analyse some of the determinants of executive compensation within a multidisciplinary framework. Using data from a relatively large sample of metal mining firms in the Canadian mining industry, we examine and discuss the effects of innovation and other firm strategies, as well as firm size and performance, on executive compensation. Areas for future research are also outlined.