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Effects of monitoring and tradition on compensation arrangements: an experiment with principal-agent dyads

Article Abstract:

An experiment tested the theory that behavior monitoring and the presence of a tradition of noncontingent pay would interact to affect compensation agreements in principal-agent dyads. On the basis of the notion that risk takers can command premiums, we also predicted that agents who accepted contingent pay would earn more than those who did not. Finally, we predicted that the presence of a tradition of non-contingent pay would anchor both the form and amount of agent earnings. Data collected from 40 dyads supported all three predictions. Further, we observed that the impact of tradition exceeded that of monitoring and became stronger over time. The study has implications for predicting the features of compensation agreements and understanding the impact of traditions on levels of earnings. (Reprinted by permission of the publisher.)

Compensation management, Wage payment systems, Pay structure

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Commitment to employer and union: effects of membership status

Article Abstract:

Personal commitment within voluntary union contexts was researched by analyzing (1) commitment to union, (2) commitment to employer, and (3) similarities between these levels of commitment. The research used the 1,700 blue-collar laborers at a major Department of Defense facility as its population sample. After being divided into subgroups according to union and employment status, the population sample was surveyed, and a 47.3 response rate was achieved. The research indicates that: commitment to union is strongly influenced by union membership status, and has little relation to past union performance in the area of representation; union commitment seldom correlates to employer commitment; and job satisfaction strongly influenced employer commitment.

Psychological aspects, Organizational behavior, Social choice

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The antecedents and consequences of union commitment: a meta-analysis

Article Abstract:

Research was conducted to examine the antecedents and consequences of union commitment using three published models and an integrative model. The objective was to assess antecedents such as union instrumentality, job satisfaction, prounion attitudes and job satisfaction as well as the consequences. Results indicate that the three models are more complementary than competitive and that prounion attitudes have a direct impact on union commitment.

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