Jed DeVaro, associate professor of management and economics, published a new article in the Journal of Organizational Behavior. He proposes a new theoretical model that integrates relational job design and compensation. In his model, employers choose both a level of compensation and levels of relational job architecture with an eye toward maximizing profit. Higher levels of compensation increase the average productivity of new hires, whereas higher levels of relational job architecture motivate existing employees to work harder.
DeVaro writes that several key predictions emerge from the theory:
CSUEB faculty, staff and students may access the full online article through the library.