Do You Get What You Deserve? Factors Affecting the Relationship between Productivity and Pay.
Do You Get What You Deserve? Factors Affecting the Relationship between Productivity and Pay.
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你得到你应得的吗？
DOI：
10.2307/2393319
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发表时间：
1990
影响因子：
10.4
通讯作者：
J. Pfeffer
中科院分区：
文献类型：
--
作者：
A. Konrad;J. Pfeffer
作者感谢Robert Szafran帮助提供了一些数据，感谢Nancy Langton在数据文件方面提供的巨大帮助。马歇尔·迈耶（Marshall Meyer）和三位匿名评论者提出的建议对论证的发展和分析的澄清非常有帮助。这项研究调查了200多所学院和大学所有学术领域的5645名学者，调查了影响生产率（以发表量衡量）与薪酬之间关系强度的因素。基本论点是，倾向于减少评价和确定薪金过程中的不确定性或模糊性的因素将增加生产率对薪金的影响。结果表明，生产率对以下部门薪酬的影响更大：(1)具有更强的研究规范，(2)位于私立和高质量机构，(3)位于集体谈判协议管理的机构，(4)具有更多研究合作和教师之间更多社会联系的部门，(5)在科学范式高度发达的学术领域，以及(6)主席具有更短，更短，更短，更短的，更短的，更短的，更短的，更短的。固定长度的条件。大学和四年制大学之间的薪酬决定过程在预期方式上有所不同。即使是在生产率可以轻易评估、绩效被强调的情况下，绩效对薪酬的影响也相对较小。”
The authors thank Robert Szafran for helping make some of the data available, and Nancy Langton for her immense assistance with the data files. Marshall Meyer and three anonymous-reviewers made suggestions that were very helpful in developing the arguments and clarifying the analysis. Using a sample of 5,645 academics in more than 200 colleges and universities across all academic fields, this study investigated factors that affected the strength of the relationship between productivity, measured by publication, and pay. The fundamental argument was that factors that tended to reduce uncertainty or ambiguity in the evaluation and salary-determination processes would increase the effect of productivity on pay. The results indicated that productivity had a larger effect on pay in departments that (1) had stronger norms emphasizing research, (2) were located in private and higher quality institutions, (3) were in institutions that were governed by collective bargaining agreements, (4) were characterized by more research collaboration and more social contact among the faculty, (5) were in academic fields with more highly developed scientific paradigms, and (6) had chairpersons with shorter, fixed-length terms. The pay-determination process differed in expected ways between universities and four-year colleges. Even in contexts in which productivity could be readily assessed and in which merit was emphasized, the effect of performance on pay was comparatively small.'