Further Thoughts on Punishment In Organizations
补充了Arvey和Ivancevich的讨论，回顾组织中惩罚的研究，发现奖励比惩罚更能提升员工绩效，且惩罚更多是员工行为的结果而非原因。
In this article I supplement the preceding Arvey and Ivancevich discussion by examining punishment research in organizational settings. The review is divided into three categories: (1) cross-sectional psychometric, (2) longitudinal psychometric, and (3) laboratory and field studies. Two major conclusions emerge. First, in most studies that contrast positive and punitive leader behavior, reward behavior tends to have a much stronger effect on employee performance. Second, both longitudinal field and laboratory studies seem to support the idea that punishment tends to be more a result of employee behavior than a cause of employee behavior, More specifically, managers tend to increase punitive behavior in response to poor employee performance. I also pose several questions that should be useful in guiding future research into the effects of punishment.