Handbook of Organization Measurement
Pay for performance
construct.pay_for_performance
§1How it’s measured
This is a behavioral construct — an event recorded in HR systems, not a self-report. It is measured as an operational metric with a formula, not a questionnaire; a Likert scale here would be a category error.
The share of total pay that is variable or incentive compensation.
total bonus pay / total base pay * 100 · percentage§3The math on what we know
Synthesized priors from the live registry: pooled r, studies (k), total N, top study grade, and heterogeneity. Rows flagged for heterogeneity or single-study evidence are directional, not settled — read them as a central tendency.
What pay for performance predicts
| Outcome | r | k | N | Grade | Confidence |
|---|---|---|---|---|---|
| Distributive Justice | +0.36 | 1 | 4,577 | A | single study |
| Procedural Justice | +0.34 | 1 | 5,624 | A | single study |
| Task Performance | +0.26 | 1 | 34,833 | A | single study |
| Contextual Performance | +0.17 | 1 | 7,740 | A | single study |
| Extra Role Performance | +0.17 | 1 | 7,740 | B | single study |
| Organizational Citizenship Behavior OCB | +0.17 | 1 | 7,740 | B | single study |
| Pay Satisfaction | +0.16 | 1 | 19,591 | A | single study |
| Intrinsic Motivation | +0.14 | 1 | 5,936 | A | single study |