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WorldatWork Announces 100000 in Grants to Further Research on Employee...

In its second year of grant making, WorldatWork (http://www.worldatwork.org/waw/aboutus/html/aboutus-home.html), 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.

This year, WorldatWork will offer two separate funding opportunities - in Spring and Fall 2008 - for a total of $100,000 USD. Academics, non-profit 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 February 21, 2008. Additional information is available at www.worldatwork.org/researchgrants (http://www.worldatwork.org/waw/Content/research/html/research-rfp.html).

"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," said Ryan Johnson (http://www.worldatwork.org/waw/pressroom/html/pressroom-bio-johnson.html), CCP, director of information development for WorldatWork. "We expect these research projects to result in practical information for talent leaders."

In 2007, WorldatWork awarded grants to support the following research projects:

Organization: Texas A&M University

Project Title: The Relative Influence of Reward Strategies on the Attraction, Motivation, and Retention of Talented and Effective Employees

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.

Organization: Rutgers University

Project Title: Implications of Employer-Supplied Connectivity Devices

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 "always be connected."

Organization: University of Missouri--St. Louis

Project Title: Organizational Culture and Reward Practices

This research project will examine how an organization's compensation and rewards programs are affected by both employer and employee values. Do certain organizational values lead to particular reward programs

About WorldatWork

The Total Rewards Association

WorldatWork (www.worldatwork.org) is an association of human resource professionals from FORTUNE 500 and other leading organizations worldwide focused on attracting, motivating and retaining employees.

Founded in 1955, WorldatWork provides practitioners with training and education to effectively design and implement strategies and practices in total rewards, including compensation, benefits, work-life, recognition, and career development. With offices in Scottsdale, Arizona and Washington, D.C., WorldatWork supports its 30,000 members and professionals in 75 countries with thought leadership, publications, research and community. WorldatWork administers certification through the WorldatWork Society of Certified Professionals.

The WorldatWork group of registered marks includes: WorldatWork, workspan, Certified Compensation Professional or CCP, Certified Benefits Professional or CBP, Global Remuneration Professional or GRP, Work-Life Certified Professional or WLCP, WorldatWork Society of Certified Professionals, and Alliance for Work-Life Progress or AWLP.

WorldatWork Journal, WorldatWork Press and Telework Advisory Group are part of the WorldatWork family.

Contact:

Marcia Rhodes

Media Relations

Phone: 877/951-9191 (toll free)

Direct: 480/348-7285

E-mail: mrhodes(at)worldatwork.org

This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: www.HRmarketer.com) on behalf of the company listed above.

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