CONTINGENCIES IN THE EFFECTS OF PAY RANGE ON ORGANIZATIONAL EFFECTIVENESS

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Reconsidering Pay Dispersion's Effect on the Performance of Interdependent Work: Reconciling Sorting and Pay Inequality (2012, background): “, 2002), scholars agree that, in interdependent settings, pay dispersion is particularly detrimental to aggregate performance (e.g., Akerlof & Yellen, 1988; Bloom, 1999; Ferraro, Pfeffer, & Sutton, 2005; Franck & Nuesch, 2011; Harrison & Klein, 2007; Hicks, 1963; Levine, 1991; Kepes et al., 2009; Pf”
How Does Human Resource Management Influence Organizational Outcomes? A Meta-analytic Investigation of Mediating Mechanisms (2012, background): “…financial performance Katz, Kochan, and Weber (1985) Participation in suggestion programs Employee attitudes Labor efficiency, quality of product Kepes, Delery, and Gupta (2009) Performancebased pay, pay level Accident frequency ratio, outof-servicepercentage, operating ratio Return on…”
Let the evidence speak again! Financial incentives are more effective than we thought (2015, background): “A surfeit of studies on pay fairness (Shaw and Gupta, 2001; Shaw, in press, b), unexplained variation in pay (Shaw et al., 2002; Kepes et al., 2009; Trevor et al., 2012; Conroy et al., 2014; Shaw, 2014), explanations and procedural justice (e.g. Shaw et al., 2003) tell us clearly that individuals…”