The Effects of Market Survey Rates, Job Evaluation and Job Gender on Job Pay

The present study investigates the effects of current pay, market surveys, job evaluation points, job gender, and rater sex on pay rates for jobs. 406 compensation administrators assigned new pay rates to nine jobs in one of two matched job sets: either all predominantly female, or all predominantly male. The two sets were matched on all quantitative data (current rate, market rate, and job evaluation points), but varied in terms of job titles and descriptions. Multiple analyses of variance and regression analyses were performed to determine whether job gender had a significant effect on assigned pay rates, holding other factors constant. Regardless of the analysis employed, no evidence of gender bias was found. Limitations and suggestions for future research are offered

Salaries of Members of Congress: Recent Actions and Historical Tables

[Excerpt] This report contains information on the pay procedure and actions and freezes since the last pay adjustment in 2009. It also contains historical information on the rate of pay for Members of Congress since 1789; the adjustments projected by the Ethics Reform Act as compared to actual adjustments in Member pay; details on past legislation enacted with language prohibiting the annual pay adjustment; and Member pay in constant and current dollars since 1992

The Effects of Variable Work Arrangements on the Organizational Commitment of Contingent Workers

Drawing on social exchange theory and research on organizational commitment, we developed a model of contingent workers’ commitment to two foci: their hiring agencies and the organizations to which they have been assigned. Hypotheses were tested using survey data from 197 contingent workers. We found that commitment to the hiring agency was positively related to pay satisfaction and perceived organizational support from the agency. Commitment to the client organization was positively related to perceived organizational support from the client, co-worker relations, and job satisfaction. Preference for contingent work exhibited a positive relationship with pay and job satisfaction. Holding job and pay satisfaction constant, we found that commitment was negatively related to preference for contingent work. Of the factors studied, perceived organizational support exhibited the largest effect. Implications for theory and practice are discussed

Performance Pay and the White-Black Wage Gap

We show that the reported tendency for performance pay to be associated with greater wage inequality at the top of the earnings distribution applies only to white workers. This results in the white-black wage differential among those in performance pay jobs growing over the earnings distribution even as the same differential shrinks over the distribution for those not in performance pay jobs. We show this remains true even when examining suitable counterfactuals that hold observables constant between whites and blacks. We explore reasons behind our finding that performance pay is associated with greater racial earnings gaps at the top of the wage distribution focusing on the interactions between discrimination, unmeasured ability and selection.Racial wage differentials, compensation practices

Is There a Gap in the Gap? Regional Differences in the Gender Pay Gap

In this paper, we investigate regional differences in the gender pay gap both theoretically and empirically. Within a spatial oligopsony model, we show that more densely populated labour markets are more competitive and constrain employers' ability to discriminate against women. Utilising a large administrative data set for western Germany and a flexible semi-parametric propensity score matching approach, we find that the unexplained gender pay gap for young workers is substantially lower in large metropolitan than in rural areas. This regional gap in the gap of roughly ten percentage points remained surprisingly constant over the entire observation period of thirty years.gender pay gap, urban-rural differences, matching, monopsonistic discrimination

A note on the endogeneity of the pay-performance relationship in professional soccer

Torgler and Schmidt (2007) have recently found a positive impact of pay on player performance in German soccer, measured by the number of goals and assists scored within a season. This note shows that their result is spurious as both a player's wage and goal/assist scoring are driven by individual playing abilities. Holding the (unobserved) time-invariant and the varying talent of a player constant, the positive pay-performance link is no longer statistically significant. In professional soccer, wages seem to buy talent rather than motivation.

Is There a Gap in the Gap? Regional Differences in the Gender Pay Gap

In this paper, we investigate regional dierences in the gender pay gap both theoretically and empirically. Within a spatial oligopsony model, we show that more densely populated labour markets are more competitive and constrain employers' ability to discriminate against women. Utilising a large administrative data set for western Germany and a fexible semi-parametric propensity score matching approach, we and that the unexplained gender pay gap for young workers is substantially lower in large metropolitan than in rural areas. This regional gap in the gap of roughly ten percentage points remained surprisingly constant over the entire observation period of thirty years.Gender pay gap, urban-rural differences, matching, monopsonistic discrimination

Performance Pay and the White-Black Wage Gap

We show that the reported tendency for performance pay to be associated with greater wage inequality at the top of the earnings distribution applies only to white workers. This results in the white-black wage differential among those in performance pay jobs growing over the earnings distribution even as the same differential shrinks over the distribution for those not in performance pay jobs. We show this remains true even when examining suitable counterfactuals that hold observables constant between whites and blacks. We explore reasons behind our finding that performance pay is associated with greater racial earnings gaps at the top of the wage distribution focusing on the interactions between discrimination, unmeasured ability and selection.Racial Wage Differentials, Compensation Practices

Decomposing CO2 emissions data into a pair of logistic growth pulses

Numerous scenarios of emissions growth presume that it can not grow infinitely: there are certain limits that may not or must not be exceeded. Applying the theory of pulsing logistic growth, I detected two pulses of logistic growth. This led me to the conclusion that constructing a scenario of emissions growth one should pay attention to the fact that limits to their growth do not remain constant