Pay inequity: It's still with us

Tiffany, Constance Rimmer; Lutjens, Louette R. Johnson

doi:10.1016/8755-7223(93)90086-r

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2019

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“…Some researchers have considered pay inequity as the most important job evaluation term, i.e., equal pay for equal work [6,7]. Effects of job description on managers' judgments were criticized by Smith et al (1990), while Weiner (1991) and Tiffany and (1993) examined pay inequity for same jobs for male and female, as well as for different jobs [8][9][10]. Ruth and Doverspike (1999) investigated effects of salary and organizational level on partiality, Mahmood et al (1995) developed an expert system for job evaluation [6,11].…”

Section: Introductionmentioning

confidence: 99%

An Analytical Approach for Job Evaluation in Turkey

Şenol¹,

Dağdeviren²

2019

Gazi University Journal of Science

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Highlights • Job evaluation should be considered as a multi attribute decision-making problem. • A Fuzzy Analytical Hierarchy Process is proposed to prevent pay inequity in job evaluations. • The vagueness and subjectivity of managers are handled with triangular fuzzy numbers. • The most important job evaluation factors are education, product responsibility & work environment. • Fuzzy Analytical Hierarchy Process provides satisfactory results for a reliable payment system.

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