Pay Equity Evaluations of Occupations and Their Bases

Recent research indicates that type of occupation is a major basis for evaluating the fairness of earnings. The present paper reports the results of a research investigating which of the characteristics of occupations serve as bases of pay-equity evaluations, and whether there is a measure of consensus in regard to these bases. Major prevalent theoretical perspectives, such as equity theory and status value theory, served as bases for formulating and testing a series of hypotheses. The findings, based on a cross-sectional city sample of 222 employed individuals in Israel, show that pay-equity evaluations of occupations are based on a consensual frame of reference. The major bases of such evaluations were found to be occupational prestige and certain contributive inputs such as the amount of vocational training and the physical demands required of the incumbents' occupations.     

Modeling the Relationship Between Pay Level and Pay Satisfaction

The relationship between pay level and pay satisfaction was modeled in a field study with 456 employees of nursing departments in a large hospital. After controlling for person, job, and pay system characteristics, pay satisfaction variance was better explained by treating pay level as a power function rather than a linear function. This result was expected given the low wage rate relative to the market, the lack of a formal rewards system, and the high level of tenure in the workforce. Implications of this finding for theory, research, and practice were discussed.     

Dispositional Influences on Pay Preferences

This study tested whether individual measures of intrinsic and extrinsic motivation and positive and negative affect predict a job seeker's attraction to organizations offering merit pay, skill-based pay, or broad banding. Intrinsic motivation was found to predict a decision for merit pay while extrinsic motivation did not. Hierarchical regression analysis results suggested that job seekers who were intrinsically motivated or experienced positive affect were attracted to pay plans that offer high levels of personal involvement. Individuals who were extrinsically motivated or experienced negative affect were attracted to pay plans that offer higher than average starting salaries.     

Variables Influencing the Perceived Relationship Between Performance and Pay in a Merit Pay Environment

The purpose of the study is to gain a better understanding of the pay-for-performance perception. Such a knowledge may allow for improvement in the effectiveness of incentive compensation plans. Sample comprises 406 employees whose salary changes were conditioned by a merit pay plan. Results suggest that pay-for-performance perception is related to the actual pay-for-performance link, their trust in decision-makers, their procedural justice perception, the size of their outcomes—that is, pay increase and performance rating—and their satisfaction with these outcomes.     

Effects of Pay Expected on Pay Received: The Confirmatory Nature of Initial Expectations1

Previous research suggests that women have lower pay expectations and a lower sense of personal entitlement with respect to pay than similarly qualified men (cf. Major & Konar, in press; Major, McFarlin, & Gagnon, 1984). The present research examined, in two liking simulation experiments, the impact of a job applicant's pay expectations and gender on starting salary offers, hiring recommendations, and evaluations made by management students. Results of both experiments indicated that, given identical applicant qualifications, the higher the salary requested by an applicant, the higher the salary he or she was offered, regardless of the applicant's gender. However, women with moderate pay expectations were offered significantly more money (Experiment 1) and were significantly more likely to be hired (Experiment 2) than were men with moderate expectations. Amount of pay expected had no impact on other evaluations of the applicant. The role that gender differences in pay expectations may play in perpetuating nonperformance-related pay differences between women and men is discussed.     

关注健康的公平性

经济学的分析方法可以分为实证分析和规范分析.实证分析研究经济现象的实际情况,回答客观事物是什么的问题;规范分析研究如何处理和解决经济问题,回答应该怎么办的问题.所以,规范分析就是决策分析,宏观的决策分析就是政策分析.政策分析的基本规范原则是效率、公平和稳定.效率和公平似乎是一对矛盾,稳定的原则似乎可以协调效率和公平的关系.但是,从根本上说,上述三个原则是统一的,从人类发展目标出发可以把他们统一起来.     

薪酬体系框架与考核方式对个人绩效薪酬选择的影响

研究从行为决策视角, 采用情景实验法探讨了薪酬体系框架与绩效考核方式对个人绩效薪酬选择的影响。结果表明：(1)个体根据实际收入水平低于/高于内心预期收入参照点将分别形成损失/收益性的预期收入框架, 在损失性收入框架下选择风险性绩效薪酬的几率更高; (2)底薪加提成的薪酬支付模式会让个体形成收益框架, 薪酬打包的支付模式会让个体形成损失框架, 个体在薪酬打包模式下选择绩效薪酬体系的几率更高; (3)与封闭式目标的考核体系相比, 企业采用开放式目标的绩效考核会抑制预期收入框架和薪酬支付框架对个人绩效薪酬选择的影响。     

Parental Justice and the Kids Pay View

In a just society, who should be liable for the significant costs associated with creating and raising children? Patrick Tomlin has recently argued that children themselves may be liable on the grounds that they benefit from being raised into independent adults. This view, which Tomlin calls ‘Kids Pay’, depends on the more general principle that a beneficiary can incur an obligation to share in the cost of an essential benefit that the benefactor is responsible for her requiring. I argue in this paper that this principle is both generally false and particularly suspect in the kinds of cases that Tomlin needs it to be true, namely, cases in which a benefactor has created the need to be benefitted to satisfy a self-regarding interest in providing the benefit. In a nutshell, I argue that because parents (a) electively put their children into a needy circumstance for the purpose of (b) satisfying a self-regarding interest in meeting their children’s needs, they lack a legitimate claim against their children to share in its associated costs.     

Human Capital Models and the Gender Pay Gap

This paper provides a commentary on the article by Lips (2012), “The Gender Pay Gap: Challenging the Rationalizations, Perceived Equity, Discrimination, and the Limits of Human Capital Models.” It provides some economic background for human capital models that try to explain gender pay gaps, and discusses the limitations of the models. It assesses some of Lips’ criticisms of the model. In contrast to Lips, the author believes that human capital theorists are generally aware of the limitations of their models, and she believes that human capital models make a valuable contribution to the literature on the gender pay gap. The author also uses her own research to illustrate how human capital variables can be combined with variables from psychology and other fields to try to understand the salary differences between men and women in specific professions. The Appendix provides a list of some 2011 and 2012 studies that examine gender differences in pay in various countries and the types of data used.     

Why We Should Not Pay for Human Organs

The right to buy and sell human organs is challenged by the authors within the framework of a broad Christian perspective. Opposition to organ sales is argued in the light of the developing underclass of poor organ donors throughout the world who sell their organs to the rich. Very often neither the donors nor the recipients are fully informed about the medical risks involved in the procedure of organ transplantation.     

法轮功害人不浅

我是法轮功痴迷者的家属,我母亲是高级知识分子,练法轮功六年多,至今没有转化,今年春节以前,被海淀分局第三次请进了海淀看守所,所以,这个春节我们全家过的很沉重,也很不平静.所以,我今天向会议申请,我作为一个受害者,揭批一下法轮功邪教的本质,再谈谈我自己的一孔之见.……     

Effects of Perceived Fairness on Willingness to Pay

An experiment tested the effects of fairness on willingness to pay (WTP) for public goods. Treatments varied the amount requested (high vs. low), the fairness of the requested contribution (high vs. low), and the beneficiary (self vs. other) or cause of the needed change (internal vs. external). Irrespective of fairness type (beneficiary or cause), under conditions of high fairness, the public good was judged to be more valuable and the requested contribution more justified. The judged value of the public good and the perceived fairness of the requested contribution each made a significant contribution to the prediction of WTP. The requested amount influenced WTP by acting as an initial anchor. The implications of these findings for contingent valuation are discussed.     

Pay It Forward: Gratitude in Social Networks

Based on the framework of the broaden-and-build theory (Fredrickson in Philos Trans R Soc B Biol Sci 359(1449):1367, 2004a, b), we proposed that the emotion of gratitude generates upstream reciprocity (UR, which is helping an unrelated third party after being helped) by broadening the beneficiary’s perspective toward others and thus making the beneficiary represent the benefactor and newly encountered strangers in the same social category. Furthermore, by inducing one UR after another, gratitude may lead to a chain/network of UR and strengthen the structure of organization. We named the effect the integration function of gratitude and demonstrated it by applying the social network analysis technique to eighteen small groups. Implications of the integration function are discussed in terms of self-identity, social exchange theory, and quality of life.