2014
DOI: 10.1016/j.hrmr.2013.08.009
|View full text |Cite
|
Sign up to set email alerts
|

Employee reactions to pay dispersion: A typology of existing research

Help me understand this report

Search citation statements

Order By: Relevance

Paper Sections

Select...
3
1
1

Citation Types

3
84
0
4

Year Published

2014
2014
2023
2023

Publication Types

Select...
6
2

Relationship

0
8

Authors

Journals

citations
Cited by 87 publications
(91 citation statements)
references
References 40 publications
3
84
0
4
Order By: Relevance
“…Future researchers would be well served to combine their ideas with the existing findings on explained or normatively accepted pay variation reviewed here as a way of advancing our knowledge. Downes & Choi (2014) developed predictions between a simple typology of pay dispersion (performance-or non-performance-based by vertical and horizontal dispersion) and developed predictions for outcomes of the typology. They drew from equity, expectancy, and tournament theories to demonstrate how differential predictions could be made with organizational performance as the ultimate outcome.…”
Section: Mediators: the Mechanisms Between Pay Dispersion And Outcomesmentioning
confidence: 99%
“…Future researchers would be well served to combine their ideas with the existing findings on explained or normatively accepted pay variation reviewed here as a way of advancing our knowledge. Downes & Choi (2014) developed predictions between a simple typology of pay dispersion (performance-or non-performance-based by vertical and horizontal dispersion) and developed predictions for outcomes of the typology. They drew from equity, expectancy, and tournament theories to demonstrate how differential predictions could be made with organizational performance as the ultimate outcome.…”
Section: Mediators: the Mechanisms Between Pay Dispersion And Outcomesmentioning
confidence: 99%
“…In the companies with compressed pay systems, employees at the two extremes of the pay distribution are close to each other, while other organizations use a dispersed pay system, in which the differences between workers are much higher even at the same organizational level (Downes and Choi, 2014). Concerning the associations between pay dispersion and employees' performance, several studies revealed significant positive relationships between the two.…”
Section: Pay Dispersionmentioning
confidence: 99%
“…From this point of view, when employees perceive the reasons of the pay differences as legitimate, pay dispersion increases their motivation and performance (Downes and Choi, 2014). On the other hand, if workers do not accept the source of the pay variability among them, these differences in financial rewards are detrimental to their motivation.…”
Section: Pay Dispersionmentioning
confidence: 99%
See 1 more Smart Citation
“…Though both the principal-agent theory and the tournament theory have explained the forming and increasing mechanisms of EWPG from their own perspectives (Patrick E. Downes, &Daejeong Choi, 2014; David Gill, &Rebecca Stone, 2010) [3,4], both the extremely high level of EWPG and the incredible increase rate of EWPG cannot be clarified to a good degree. In this case, in order to produce theoretical guidance for the government and the firms in designing more effective countermeasures on limiting EWPG to a reasonable level, some new theoretical perspectives should be initiated by the scholars.…”
Section: Introductionmentioning
confidence: 99%