Document Type
Report
Key Takeaways
• When pay dispersion and pay-for-performance is high, poor performer quit rates are higher than when pay-forperformance is average or low. • When pay dispersion and pay-for-performance is high, the quit rates of low performers leads to greater organizational performance. • High performer quit rates are highest when pay is compressed and pay-for-performance is not used.
Publication Date
2015
Disciplines
Business
Copyright
© 2015, University of South Carolina
Publication Info
2015.