Against the backdrop of increasing income inequality in many developed countries in recent decades, a recent study analyzed Danish private sector data from 1992 to 2007 to determine the level and trends of income inequality during that period. The results confirmed that income inequality increased in Denmark during this time. The researchers also found that the relative proportion of highly educated individuals increased, as did income growth rates across various employee subgroups, with managers seeing a particularly significant real income progression. Education and Management income premiums were found.
Key Topics: Income inequality; Upskilling; Education; Management pay
Does age moderate the effect of HR and organizational practices on employee commitment? A recent study on banking employees asked this very question and found that it did. Across a range of practices including reward, training, teamwork, and communication, age was found to impact on the role of these practices on employee commitment. Reward was found to have the greatest impact on commitment, and was a strong determinant of commitment levels across all age groups but was most influential in younger employees.
Key Topics: Affective commitment; Age; Teamwork; Training; Communication
How people are perceived by others has important implications in all areas of life, not least in the workplace. A recent novel study examined the effects on managerial pay of perceived physical attractiveness, trustworthiness and dominance as perceived through facial cues. The strength of all three of these facial cue types were found to be positively associated with greater managerial pay, but attractiveness was found to be a more important factor in mid-level than senior managerial pay, while perceived trustworthiness and dominance were more important in determining senior management pay.
Key Topics: Management; Face perception; Attractiveness; Dominance; Trustworthiness; Compensation
With the ever-growing spotlight on gender pay differences and many companies implementing plans to address perceived issues, a timely study in the US examined the approach of men and women to salary negotiations in an attempt to determine if it was a significant determinant of gender pay differences. The study results indicated that, when applying for a job, men were more likely to negotiate for higher pay under certain conditions, while women were more likely to accept a lower wage.
Key Topics: Pay equity; Gender; Pay negotiation; Gender pay gap
Against the current backdrop of increasing globalisation of companies and their reward practices, a recent study examined the extent of international cultural differences between France and the US in preferences for redistributive versus performance-based compensation systems. The study found that Americans had a greater preference for individual performance pay while French participants preferred redistributive pay. The researchers argue that this is at least in part due to differing beliefs about equity.
Key Topics: Culture; Compensation systems; Compensation inequality; Just-world beliefs; Redistribution
As the battle for talent continues, companies are increasingly looking toward non-traditional methods to attract key talent, with one such tactic being the use of non-financial rewards. To examine the effectiveness of non-financial rewards, researchers in South Africa looked at the influence of work-life balance, learning, and career advancement on the attractiveness of jobs to potential employees. The results indicated that the presence of all of these reward types increased job attractiveness, but the attractiveness effect was greater on women.
Key Topics: Non-financial rewards; Talent attraction; Recruitment; Retention |
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