Reconsidering Pay Dispersion's Effect on the Performance of Interdependent Work: Reconciling Sorting and Pay Inequality

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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…”
Creating incentives for innovation? The relationship between pay dispersion in R&D groups and firm innovation performance (2013, background): “Trevor et al. (2012) argue that pay dispersion consists of dispersion that is explained by performance (DEP) and dispersion that is unexplained by performance (DUP).”
What monetary rewards can and cannot do: How to show employees the money (2013, background): “Ultimately, it is employees’ perceptions of whether rewards are contingent on performance that drives them to exert more or less effort (Trevor et al., 2012).”
Rethinking Measurement of Pay Disparity and Its Relation to Firm Performance (2019, background): “Performance-based pay is designed to distribute compensation based on effort and performance, but it also increases pay disparity within an organization as some workers outperform others (Lemieux 2008; Trevor et al. 2012).”