Woodley, Vernon Anthony

English

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Leadership Excellence and Gender in Organizations The effects of employee involvement on disparities in equity compensation Vernon Anthony Woodley University of Iowa, vawoodley@eiu.edu Follow this and additional works at: https://docs.lib.purdue.edu/cgg  Part of the Communication Commons, Human Resources Management Commons, Organizational Behavior and Theory Commons, Political Science Commons, Psychology Commons, and the Sociology Commons Recommended Citation Woodley, Vernon Anthony (2018) "The effects of employee involvement on disparities in equity compensation," Leadership Excellence and Gender in Organizations: Vol. 2 : Iss. 4 , Article 2. Available at: https://docs.lib.purdue.edu/cgg/vol2/iss4/2 This document has been made available through Purdue e-Pubs, a service of the Purdue University Libraries. Please contact epubs@purdue.edu for additional information. ABSTRACT Shared capitalism, equity compensation practices such as gainsharing and profit-sharing that tie worker compensation to firm and group performance (Freeman, Blasi and Kruse 2010, p.4), and self-managed teams, subgroups of employees who jointly direct their work, have become commonplace in many private-sector companies. The appeal of these practices is the potential to boost firm performance and worker well-being, especially when coupled.  However, recent research found that not all employees benefit equally from shared capitalism. Women and minorities were less likely to participate in shared capitalism, and those who did, received fewer financial rewards (Carberry 2010).  Some scholars contend that women and minorities may benefit from participation in self-managed teams because teams may provide more performance opportunities and access to power and resources (Heckscher 1988; Acker 2006; Smith-Doerr 2004).  This study examines whether team participation and employee involvement reduce inequality in shared team capitalism. The results show that team participation and employee involvement were positively associated with participation in shared capitalism.  However, both measures had only modest attenuating effect on the gender and racial inequality. Employee involvement and team participation had more pronounced attenuating effects on gender and racial differences in attitudes, particularly job satisfaction and loyalty to company.  

The effects of employee involvement on disparities in equity compensation

https://docs.lib.purdue.edu/cgi/viewcontent.cgi?article=1059&amp;context=cgg

The effects of employee involvement on disparities in equity compensation

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