Getting bang for your buck : the specificity of compensation and benefits information in job advertisements

Even though some organizations are trying to attract high-level applicants through offering superior compensation and benefits, reward statements in job advertisements are sometimes rather general and vague. On the basis of person-environment fit theories, we examine whether providing more specific information on attractive reward packages in job advertisements leads to higher perceived person-reward fit and subsequent job pursuit intentions. Furthermore, based on signaling theory, we propose that person-reward fit allows job seekers to make inferences about broader person-organization fit. Applying an online experimental design among 283 experienced potential applicants, we find that more specific compensation and benefits information results in higher job pursuit intentions and that this relationship is fully mediated by person-reward fit perceptions. In turn, the effect of person-reward fit is partially mediated by perceptions of person-organization fit, indicating that people might use reward information as signals for other organizational attributes in early stages of recruitment

What every entrepreneur should know about growing his business: Six insights from our experts

Vlerick business experts work across all sectors and with businesses at many different stages of growth. They are renowned in the fields of finance, strategy, entrepreneurship, people and reward management, and many more. In this paper our 6 Vlerick experts each give one key insight for growing your business

Reward management: linking employee motivation and organizational performance

Companies invest enormous financial resources in reward systems and practices to attract, retain, and motivate employees and thereby ensure and improve individual, team, and organizational effectiveness. Organizational rewards comprise financial and nonfinancial rewards, such as appreciation, job security, and promotion. Financial rewards, also called tangible rewards, include direct forms (such as fixed and variable pay and share ownership) as well as indirect and/or deferred forms (such as benefits and perquisites). Fixed or base pay refers to the amount of money one receives in return for fulfilling one’s job requirements, the job’s grade, or the skill or competence level required to perform the tasks. Variable pay (such as cash bonuses and commissions as forms of short-term incentives, or stocks or stock options as forms of long-term incentives) depends, for example, on individual, team, and/or company performance or outcomes, and is based on quantitative and/or qualitative criteria. Benefits (such as pension plans or health programs) and perquisites (such as onsite fitness centers, medical care or health facilities, and company cars), among other forms, are indirect financial rewards (Milkovich, Newman, & Gerhart, 2016). Both qualitative reviews (Gerhart & Fang, 2014; Shaw & Gupta, 2015) and meta-analytic studies (Cerasoli, Nicklin, & Ford, 2014; Garbers & Konradt, 2014; Jenkins, Mitra, Gupta, & Shaw, 1998) have shown that extrinsic rewards (such as financial incentives) can improve employee motivation and performance and shape employee health (Giles, Robalino, McColl, Sniehotta, & Adams, 2014) and safety behavior (Mattson, Torbiörn, & Hellgren, 2014). However, empirical evidence regarding under which conditions particular rewards are most effective or lead to unintended consequences is still scarce. In short, compensation and incentive systems remain one of the most under-researched areas in personnel psychology and human resource management (Gupta & Shaw, 2015). This state of affairs poses risks. Reward management approaches may waste both money and effort, and may be ineffective in attracting, retaining, and motivating target personnel, if not grounded in a base of evidence. Added to this, in the face of the recent financial crisis and of serious cases of employee and company unethical behavior, company’s financial incentives, especially bonus and pay-for-performance (pfp) systems, have been widely criticized for their detrimental effects on individuals, companies, and society (Larcker, Ormazabal, Tayan, & Taylor, 2014). These examples of the dark sides of incentives highlight the importance of reward management research, not only from a human resources management (HRM) but also from a societal perspective. They also illustrate the need to understand the underlying mediating and moderating mechanisms linking reward systems and practices to individual, team, and organizational behavior and outcomes. This special issue contributes to the research on reward management by focusing on the contextual effects of financial rewards on employee motivation, behavior, and performance, and by analyzing the mediating mechanisms of different types of financial and nonfinancial rewards. The four studies included in this special issue address different issues of reward management research and take different theoretical perspectives. The first two studies analyze the interaction effects of financial incentives and individual factors, such as employee perceptions of distributive justice, and then how individual competitiveness moderates the effects of pay-for-performance (pfp) on employee motivation, behavior, and performance. These studies show which and how intended or unintended consequences of pfp occur. The other two studies differentiate the effects of tangible and intangible rewards on employee turnover and risk taking; they disentangle underlying mediating and moderating mechanisms by comparing the effects of benefits and perquisites, and of esteem, security, and promotion as nonfinancial rewards. In the following passages, we present a short overview of these four papers before we discuss their contribution and their implications for further research

Jack-of-all-trades effects drive biodiversity-ecosystem multifunctionality relationships in European forests.

There is considerable evidence that biodiversity promotes multiple ecosystem functions (multifunctionality), thus ensuring the delivery of ecosystem services important for human well-being. However, the mechanisms underlying this relationship are poorly understood, especially in natural ecosystems. We develop a novel approach to partition biodiversity effects on multifunctionality into three mechanisms and apply this to European forest data. We show that throughout Europe, tree diversity is positively related with multifunctionality when moderate levels of functioning are required, but negatively when very high function levels are desired. For two well-known mechanisms, 'complementarity' and 'selection', we detect only minor effects on multifunctionality. Instead a third, so far overlooked mechanism, the 'jack-of-all-trades' effect, caused by the averaging of individual species effects on function, drives observed patterns. Simulations demonstrate that jack-of-all-trades effects occur whenever species effects on different functions are not perfectly correlated, meaning they may contribute to diversity-multifunctionality relationships in many of the world's ecosystems.The research leading to these results received funding from the European Union Seventh Framework Programme (FP7/2007-2013) under grant agreement no. 265171.This is the final version of the article. It first appeared from Nature Publishing Group via http://dx.doi.org/10.1038/ncomms1110

Biotic homogenization can decrease landscape-scale forest multifunctionality.

Many experiments have shown that local biodiversity loss impairs the ability of ecosystems to maintain multiple ecosystem functions at high levels (multifunctionality). In contrast, the role of biodiversity in driving ecosystem multifunctionality at landscape scales remains unresolved. We used a comprehensive pan-European dataset, including 16 ecosystem functions measured in 209 forest plots across six European countries, and performed simulations to investigate how local plot-scale richness of tree species (α-diversity) and their turnover between plots (β-diversity) are related to landscape-scale multifunctionality. After accounting for variation in environmental conditions, we found that relationships between α-diversity and landscape-scale multifunctionality varied from positive to negative depending on the multifunctionality metric used. In contrast, when significant, relationships between β-diversity and landscape-scale multifunctionality were always positive, because a high spatial turnover in species composition was closely related to a high spatial turnover in functions that were supported at high levels. Our findings have major implications for forest management and indicate that biotic homogenization can have previously unrecognized and negative consequences for large-scale ecosystem multifunctionality.We thank the Hainich National Park administration as well as Felix Berthold and Carsten Beinhoff for support of this study and Gerald Kaendler and the Johann Heinrich von Thünen-Institut for providing access to the German National Forest Inventory data. The research leading to these results received funding from the European Union Seventh Framework Programme (FP7/2007-2013) under Grant Agreement 265171.This is the final version of the article. It first appeared from the National Academy of Sciences via https://doi.org//10.1073/pnas.151790311

Critical role of interleukin (IL)-17 in inflammatory and immune disorders: An updated review of the evidence focusing in controversies

Interleukin 17 (IL-17) is a proinflammatory cytokine that has been the focus of intensive research because of its crucial role in the pathogenesis of different diseases across many medical specialties. In this context, the present review in which a panel of 13 experts in immunology, dermatology, rheumatology, neurology, hematology, infectious diseases, hepatology, cardiology, ophthalmology and oncology have been involved, puts in common the mechanisms through which IL-17 is considered a molecular target for the development of novel biological therapies in these different fields. A comprehensive review of the literature and analysis of the most outstanding evidence have provided the basis for discussing the most relevant data related to IL-17A blocking agents for the treatment of different disorders, such as psoriasis, psoriatic arthritis, rheumatoid arthritis, ankylosing spondylitis, cardiovascular disorders, non alcoholic fatty liver disease, multiple sclerosis, inflammatory bowel disease, uveitis, hematological and solid cancer. Current controversies are presented giving an opening line for future research.This work was supported by Novartis Pharmaceuticals Spain