Compensation Policy and Organizational Performance: The Efficiency, Operational, and Financial Implications of Pay Levels and Pay Structure

By Mark P. Brown, M. Sturman, Marcia J. Simmering. 2003

239 citations recorded by the source corpus.

Subfields: Economics and Econometrics, Management Information Systems, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/a60b1a7f0fb6907d13f5cd2c4ea0d34d7fd93b88

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Citations in the corpus

When much more of a difference makes a difference: Social comparison and tournaments in the CEO's top team (2015, result): “…variables (Cortina, 1993; George, 2005) in line with similar investigations of curvilinear interactions in the strategic management literature (e.g., Brown, Sturman, and Simmering, 2003; George, 2005; Richard, Murthi, and Ismail, 2007; Wu, Levitas, and Priem, 2005; Zhang and Rajagopalan, 2010).”
Reconsidering Pay Dispersion's Effect on the Performance of Interdependent Work: Reconciling Sorting and Pay Inequality (2012, background): “Finally, given recent nonlinear approaches to the impacts of pay dispersion (Brown et al., 2003) and “human capital” (knowledge, skills, abilities, and other individual characteristics) (Ployhart, Weekley, & Ramsey, 2009), we explore possible curvilinear dispersion effects that would reveal…”
Turning Agents into Psychological Principals: Aligning Interests of Non‐Owners Through Psychological Ownership (2013, unknown): “To align the interests of agents and principals, incentive systems such as bonuses, profit sharing, and stock ownership plans can be introduced (Ang et al., 2000; Brown et al., 2003; Nyberg et al., 2010).”
The effect of wage dispersion on team outcome and the way team outcome is produced (2011, unknown): “E-mail: stephan.nuesch@isu.uzh.ch 1 Exceptions are Winter-Ebmer and Zweimüller (1999), Bingley and Eriksson (2001), Brown et al. (2003), Grund and Westergaard-Nielsen (2008), which include a squared term of wage dispersion in their econometrical models.”
The functions and dysfunctions of hierarchy (2010, result): “Brown, Sturman, and Simmering (2003) examined pay dispersion in hospitals and found no effect on performance (e.g., patient care outcomes), though the results trended in the direction of a negative effect.”
How Does Human Resource Management Influence Organizational Outcomes? A Meta-analytic Investigation of Mediating Mechanisms (2012, background): “…Bou-Llusar (2008) Selective staffing, comprehensive training Developmental performance appraisal, equitable rewards system Skills Customer service Brown, Sturman, and Simmering (2003) Compensation Return on assets CabelloMedina, LopezCabrales, & Valle-Cabrera (2011) Selection Incentives on…”
CONTINGENCIES IN THE EFFECTS OF PAY RANGE ON ORGANIZATIONAL EFFECTIVENESS (2009, background): “Popular approaches in the macro literature favor the coefficient of variation or the gini coefficient (Brown et al., 2003; Shaw et al., 2002).”
Minding the Gap (2016, background): “Taken together, this research suggests that pay dispersion can lead to having top managers and their employees focusing on short-term results at the expense of long-term goals, social comparisons that reduce morale and motivation, and feelings of inequity among lower-level employees that can trigger”
Creating incentives for innovation? The relationship between pay dispersion in R&D groups and firm innovation performance (2013, methodology): “To measure each firm’s pay levels , we first standardized the average total pay for each of the five job levels and then computed the average of the five standardized variables (α = 0.96, Brown, Sturman, and Simmering, 2003).”