Job Evaluation and Pay Equity

Madigan, Robert M.; Hills, Frederick S.

doi:10.1177/009102608801700308

Cited by 5 publications

(1 citation statement)

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“…What are the factors that lead to the establishment of fair pay for female-dominated jobs? The evaluation process by which the value of jobs is measured is inherently subjective (Arvey, 1986;Collins and Munchinsky, 1993;Madigan, 1985;Madigan and Hills, 1988;Milkovich and Newman, 2008). As Gilbert (2012, p. 147) points out:…”

Section: Introductionmentioning

confidence: 99%

Perceived justice as predictors of a successful pay equity plan: a Canadian case study

Cloutier

Lamarche

2015

Gender in Management: An International Journal

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If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractPurpose -This study aims to identify the predictors of successful implementations of pay equity plans. Drawing on the perspective of organizational justice, this study highlights the factors that lead to the establishment of perceived fair pay for female-dominated jobs. Design/methodology/approach -Qualitative data were collected from 107 respondents in a Canadian company that implemented a pay equity plan as required by the Quebec Pay Equity Act. Findings -Justice perceptions of employees are based on: uniformity of implementation, bias suppression with respect to the right to fair pay, reliability of information on job content, relevance of job evaluation criteria, qualifications and impartiality of the pay equity committee members and the quality of employees' representation and process transparency. Research limitations/implications -This study was conducted at a single workplace and among relatively highly educated respondents. Replicating the study may allow to verify the transferability of the results by considering workers' demographic characteristics and organizational culture. Practical implications -The study highlights the cornerstones that may guide the development of an assessment tool of the effectiveness of pay equity processes. These results will additionally help employers to circumvent difficulties which may otherwise thwart the implementation of pay equity plans. Originality/value -This study highlights how employees construct their perceptions of justice in a specific context. It sheds light on the salient features of the pay equity implementation, the sources of information involved and the justice rules used. This study also highlights the specific forms of the justice rules in this context.

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Section: Introductionmentioning

confidence: 99%

Perceived justice as predictors of a successful pay equity plan: a Canadian case study

Cloutier

Lamarche

2015

Gender in Management: An International Journal

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Comparable Worth: Is it a Moot Issue?

Moore¹,

Abraham²

1992

Public Personnel Management

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Among the internal and external environmental influences on human resource management, no other issue has more social, political, and economic implications than comparable worth. Identified as "the working women's issue of the 1980s" (Hutner, 1986; Willborn, 1986), comparable worth grew out of the recognition that increasing numbers of women are entering the workforce, that sex segregation exists in the labor force, and that working women are generally paid less than working men. Through a series of articles the authors present the history, current status, and emerging issues pertaining to this issue. ByPurpose Mary V. Moore Yohannan T. Abraham Comparable worth proponents argue that (1) the earnings ratio dis parity cannot be explained by anything other than discrimination; (2) women's earnings have been unaffected by fair pay and employment legislation because women remain in segregated jobs; and (3) the only solution that would have a significant impact on women's earnings is to raise the pay that women receive in women's jobs.This is the first of a series of three articles to appear in this and future issues of Public Personnel Management. The purpose of this series of articles is (1) to explore the topic of comparable worth from a historical perspective and to present current statistics and projected trends regarding women in the labor force, (2) to discuss legislation and litigation arising from compa rable worth issues, and (3) to identify three major areas of disagreement and to present arguments from comparable worth advocates and oppo nents in each area. In this article, the authors shall present the first of the series, the historical perspectives, with the remaining two to follow in subsequent issues. Mary Virginia Moore received her MBA from Southwest Mis souri State University and is cur rently an instructor of finance at Saint-Mary-of-the-Woods Col lege. Her areas of teaching and research include business fi nance, accounting, economics, and marketing. Her research has most recently been publish ed in The Journal of Business Lead ership.Although the comparable worth issue is a global one, the scope of these discussions is limited to the facts and arguments pertaining to the U.S. labor force. Discussions concerning organized labor and collective bargaining are limited in scope to the historical and legal aspects of com parable worth. personnel analysis of "comparable worth". Alexandria, VA: The ASPA Foundation. Madigan, R.M., & Hills, F.S. 1988. Job evaluation and pay equity. Public Personnel Manage ment, 17 (3): 323-330. O'Neill, J.; Brien, M.; & Cunningham, J. 1989. Effects of comparable worth policy: Evidence from Washington state. The American Review, 79 (2): 305-309. Pommerenke, P.L. 1988. Comparable worth: A panacea for discrimination against women in the labor market?. The American Economist, 32 (1): 44-48. Scheibal, W. 1988. AFSCME v. Washington: The continued viability of Title VII comparable worth actions. Public Personnel Management, 17 (3): 315-322. U.S. Bureau of the Census. 1987. Statis...

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Comparable Worth: Is It a Moot Issue? Part III Controversy, Implications, and Measurement

Moore

Abraham

1995

Public Personnel Management

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In part one of this series (Moore and Abraham, 1992), the authors explore the topic of comparable worth from a historical perspective. In part two (Moore and Abraham, 1993), the authors discuss legislation and subsequent litigation that resulted from laws governing sex discrimination and compensation. This final article in this series addresses three major areas of controversy on the comparable worth issue including explanations for the gender eanüngs gap, the economic implications of comparable worth, and measuring job value. Together these articles should provide a comprehensive picture of the comparable worth issue in response to the question raised in the title. Comparable Worth: Is it a moot issue?

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Job Evaluation and Pay Equity

Cited by 5 publications

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Perceived justice as predictors of a successful pay equity plan: a Canadian case study

Perceived justice as predictors of a successful pay equity plan: a Canadian case study

Comparable Worth: Is it a Moot Issue?

Comparable Worth: Is It a Moot Issue? Part III Controversy, Implications, and Measurement

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