Accounting for the Gap: A Firm Study Manipulating Organizational Accountability and Transparency in Pay Decisions
Accounting for the Gap: A Firm Study Manipulating Organizational Accountability and Transparency in Pay Decisions
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弥补差距：操纵组织问责制和薪酬决策透明度的公司研究
DOI：
10.1287/orsc.2014.0950
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发表时间：
2015
期刊：
影响因子：
--
通讯作者：
Emilio J. Castilla
中科院分区：
文献类型：
--
作者：
Emilio J. Castilla
在记录雇主做法如何影响工作场所不平等方面取得了很大进展。然而，较少的研究注意到，调查哪些组织战略是有效的，在解决劳动力市场的性别和种族不平等。使用一个独特的实地研究设计，本文确定和测试，第一次，是否问责制和透明度的薪酬决策，两个流行的组织倡议学者和学者之间的讨论，可能会减少员工的性别，种族和外国国籍的薪酬差距。通过对一家大型私营公司的纵向分析，我研究了高层管理人员采用一套组织程序，将问责制和透明度引入公司绩效奖励体系之前和之后，近9,000名员工的绩效奖励决策。在引入这些程序之前，在基于绩效的奖励分配方面存在明显的差距，其中妇女，少数民族和非美国人与美国相比，出生的员工获得的货币奖励较低-出生的白色男性，具有相同的绩效评估分数，在同一工作岗位和工作单位工作，拥有相同的管理人员和相同的人力资本特征。在采用问责制和透明度程序后，对公司员工绩效奖励数据的分析表明，这种薪酬差距有所缩小。最后，我讨论了这项研究对未来针对工作场所不平等和多样性的雇主策略研究的影响。
Great progress has been made in documenting how employer practices may shape workplace inequality. Less research attention, however, has been given to investigating which organizational strategies are effective at addressing gender and racial inequality in labor markets. Using a unique field study design, this article identifies and tests, for the first time, whether accountability and transparency in pay decisions-two popular organizational initiatives discussed among scholars and practitioners-may reduce the pay gap by employee gender, race, and foreign nationality. Through a longitudinal analysis of a large private company, I study the performance-based reward decisions concerning almost 9,000 employees before and after high-level management adopted a set of organizational procedures, introducing accountability and transparency into the company's performance-reward system. Before such procedures were introduced, there was an observed gap in the distribution of performance-based rewards where women, ethnic minorities, and non-U.S.-born employees received lower monetary rewards compared with U.S.-born white men having the same performance evaluation scores and working in the same job and work unit with the same manager and the same human capital characteristics. Analyses of the company's employee performance-reward data after the adoption of accountability and transparency procedures show a reduction in this pay gap. I conclude by discussing the implications of this study for future research about employer strategies targeting workplace inequality and diversity.
影响因子：
7.6
作者：
Biernat, M;Kobrynowicz, D
通讯作者：
Kobrynowicz, D
从自然实验中学习：研究企业工作时间政策倡议。
DOI：
--
发表时间：
2009
期刊：
Work-life policies. National Symposium on Family Issues (15th : 2007 : Pennsylvania State University)
影响因子：
--
作者：
Moen,Phyllis;Kelly,Erin;Chermack,Kelly
通讯作者：
Chermack,Kelly