Organizational Determinants of Managerial Pay Allocation Decisions

Pay communication: Where do we go from here?

“…Although limited, the previous research has shed some light on pay communication practices' effect on organizational outcomes (e.g., organizational effectiveness: Mulvey, LeBlanc, Heneman, & McInerney, 2002) and employees' attitudes and behaviors, such as job performance and job satisfaction (Futrell & Jenkins, 1978), pay satisfaction (Futrell & Jenkins, 1978;Mulvey et al, 2002), pay allocation distributions (Leventhal, Michaels, & Sanford, 1972;Trahan, Lane, & Dobbins, 1991), task performance and sorting effects (Bamberger & Belogolovsky, 2010;Belogolovsky & Bamberger, 2014). Additionally, pay communication practices can involve all pay dimensions (e.g., pay level, benefits, pay structure, form and basis of pay: Gerhart & Rynes, 2003); however, the majority of the pay communication research has conventionally utilized the pay level dimension (e.g., Lawler, 1965a: Gerhart & Rynes, 2003, with some also including pay structure (e.g., Lawler, 1965b;Milkovich & Anderson, 1972).…”

Correlates of motivation for competitive or cooperative strategy among employed adults

“…This study leaves unanswered the question of the influence on motivation for competition or cooperation of cultural values such as individualism and collectivism, as well the influence of the goals of an organization as to the desirability of being cooperative or competitive (Trahan and Lane, 1991). On a micro level, research is needed as to the extent to which an organization's reward system and/or job designs value cooperation or competition and how such systems influence persons who prefer competition or cooperation.…”