Long-Term Reward Patterns Contribute to Personal Goals at Work Among Finnish Managers

Hyvönen, K., Räikkönen, E., Mauno, S., Dragano, N., Matthewman, L.J. and Feldt, T. 2017. Long-Term Reward Patterns Contribute to Personal Goals at Work Among Finnish Managers. Journal of Career Development. 44 (5), pp. 394-408. https://doi.org/10.1177/0894845316659699

TitleLong-Term Reward Patterns Contribute to Personal Goals at Work Among Finnish Managers
TypeJournal article
AuthorsHyvönen, K., Räikkönen, E., Mauno, S., Dragano, N., Matthewman, L.J. and Feldt, T.
Abstract

The research addresses the impact of long-term reward patterns on contents of personal work goals among young Finnish managers (N = 747). Reward patterns were formed on the basis of perceived and objective career rewards (i.e., career stability and promotions) across four measurements (years 2006 –2012). Goals were measured in 2012 and classified into categories of competence, progression, well-being, job change, job security, organization, and
financial goals. The factor mixture analysis identified a three-class solution as the best model of reward patterns: High rewards (77%); Increasing rewards (17%); and Reducing rewards (7%). Participants with Reducing rewards reported more progression, well-being, job change and financial goals than participants with High rewards as well as fewer competence and organizational goals than participants with Increasing rewards. Workplace resources can be in a key role in facilitating goals towards building competence and organizational performance.

Keywordsresources, rewards, personal work goals, career stability, promotion, managers
JournalJournal of Career Development
Journal citation44 (5), pp. 394-408
ISSN0894-8453
Year2017
PublisherSage
Accepted author manuscript
Digital Object Identifier (DOI)https://doi.org/10.1177/0894845316659699
Publication dates
Published in print01 Oct 2017
Published21 Jul 2016
Published online21 Jul 2016

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