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On the other hand, International compensation systems are becoming more and more challenging issues for HR managers as MNCs become increasingly global (Wetlaufer 1996). The international compensation policies can produce intense internal conflicts within an MNC at any stage of globalization. Wetlaufer, S. (1996). Foreign subsidiaries: Determining executive compensation. Harvard Business Review, 11-12.

Intrinsic rewards come to the worker directly from the work they perform (Flynn, 1999). People who are motivated intrinsically will never quit their job easily. People feel motivated when they find interest, satisfaction, and challenge of the work themselves and not because of external pressures or incentives (Marr, 2002). Flynn, J. (1999). Motivating an increasingly diverse workforce. Campus Dining Today, 16-21.

Intrinsic rewards are internal to the individual and are in many ways less tangible. In fact they are highly subjective, in that they represent how the individual perceives and feels about work and its value. Five types of intrinsic rewards that have been summarized by Manion (2005) include: healthy relationship, meaningful work, competence, choice and progress. Manion, J. (2005). From management to leadership. San Francisco: Jossey-Bass.

Psychological states help employees to enhance high work motivation and work satisfaction, they depend upon job characteristics. Employees have a sense of achievement when performing a task that is recognized by others to be a contribution to the goals or mission of the organization (Lawler, 1986). The perception of fairness has significant weight in this type of reward (Eisenberger, Rhoades, and Cameron, 1999, Hackman and Stuttle, 1977).

Eisenberger, R. Rhoades, L., & Cameron, J. (1999). Does pay for performance increase or decrease perceived self-determination and intrinsic motivation? Journal of Personality & Social Psychology, 5, 1226 – 1240.

When people engage in actions for instrumental reasons, such as gaining a reward offered, they have been motivated by extrinsic factors. These kinds of rewards are said to be as a controlled form of motivation. The specific intrinsic motivators (autonomy, competence and relatedness) that positively affect work attitudes and motivation and the support for a positive link between specific leader behaviors and intrinsic motivation (Stone, Deci & Ryan, 2009). Stone, D.N., Deci, E.L., & Ryan, R.M. (2009). Beyond Talk: Creating Autonomous Motivation Through self-determination Theory. Journal of General Management, 34, 3, 75-91.

According to job characteristic theory if their is lack of skill, task, autonomy, and feedback than they will not provide intrinsic comp本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。