WorldatWork Announces $100K in Grants

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<strong>Scottsdale, Ariz.</strong><br />In its second year of grant making, WorldatWork, the total rewards association, has announced it will again fund grants for research projects to further knowledge on the best ways to reward and incent employees, from compensation to employee benefits, work-life balance to recognition and career development. <br /><br />This year, WorldatWork will offer two separate funding opportunities &mdash; in spring and fall &mdash; for a total of $100,000. Academics, nonprofit and for-profit consultants, researchers and other qualified individuals from all over the world are invited to submit a Letter of Intent (LOI) outlining the research idea no later than Feb. 21. <br /><br />&ldquo;We are pleased to make the second in what will become a biannual series of grants to build the growing body of research in total rewards,&rdquo; said Ryan Johnson, CCP, director of information development for WorldatWork. &ldquo;We expect these research projects to result in practical information for talent leaders.&rdquo;<br /><br />In 2007, WorldatWork awarded grants to support the following research projects:<br /><br /><strong>Organization: Texas A&M University <br />Project title:</strong> The Relative Influence of Reward Strategies on the Attraction, Motivation, and Retention of Talented and Effective Employees<br />This research project hypothesizes that benefits and compensation will be particularly important for employee attraction, while recognition and development opportunities will be particularly important for employee motivation and retention, and work-life will be important for all three: attraction, motivation and retention.<br /><br /><strong>Organization: </strong>Rutgers University<br /><strong>Project title: </strong>Implications of Employer-Supplied Connectivity Devices<br />With the rising number of teleworkers, this research project will investigate how technology either facilitates efficient and improved work-life balance or, on the other hand, fosters resentment or unhealthy work behaviors with the expectation to &ldquo;always be connected.&rdquo; <br /><br /><strong>Organization: </strong>University of Missouri, St. Louis<br /><strong>Project title: </strong>Organizational Culture and Reward Practices<br />This research project will examine how an organization&rsquo;s compensation and rewards programs are affected by both employer and employee values. Do certain organizational values lead to particular reward programs? <br />

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