Effects of dependence, dependency threats, and pay secrecy on managerial pay allocations
Article Abstract:
Using an in-basket exercise, we examined the pay allocations of 117 bank managers when dependence on subordinate expertise, dependency threats in the form of a pay demand, and pay secrecy were systematically varied. Results supported expectations that dependency threats would lead to higher pay raises in the high dependence but not in the low dependence condition. Because we used an alpha level of .05, the prediction that these effects would be enhanced under conditions of pay secrecy was not significant; however, because p = .07 for the pay secrecy condition, a second study was conducted to further explore the pay secrecy issue. This second study, involving a separate sample of 120 bank managers, assessed the possibility that pay secrecy would have the expected enhancing effect when the study situation incorporated visible, potentially negative consequences for the pay allocator if pay raises were influenced by dependence and dependency threats. Contrary to expectations, high dependence and high dependency threats had the anticipated positive effects on the pay allocations only when pay was open. (Reprinted by permission of the publisher.)
Publication Name: Journal of Applied Psychology
Subject: Social sciences
ISSN: 0021-9010
Year: 1989
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Effects of market survey rates, job evaluation, and job gender on job pay
Article Abstract:
We investigated the effects of current pay, market surveys, job evaluation points, job gender, and rater sex on pay rates for jobs. A total of 406 compensation administrators assigned new pay rates to nine jobs in one of two matched job sets, either all predominantly female or all predominantly male. The two sets were matched on all quantitative data (current rate, market rate, and job evaluation points) but varied in terms of job titles and descriptions. We conducted multiple analyses of variance and regression analyses to determine whether job gender had a significant effect on assigned pay rates, holding other factors constant. Regardless of the analysis, no evidence of gender bias was found. Limitations and suggestions for future research are offered. (Reprinted by permission of the publisher.)
Publication Name: Journal of Applied Psychology
Subject: Social sciences
ISSN: 0021-9010
Year: 1989
User Contributions:
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