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Pay no attention to my gender: Effects of gender in the pay-setting process
Stockholm University, Faculty of Social Sciences, Department of Psychology, Work and organizational psychology.
Stockholm University, Faculty of Social Sciences, Department of Psychology, Work and organizational psychology.
Stockholm University, Faculty of Social Sciences, Department of Psychology, Work and organizational psychology.
Stockholm University, Faculty of Social Sciences, Department of Psychology, Work and organizational psychology.
2017 (English)Conference paper, Oral presentation only (Other academic)
Abstract [en]

While it is well established that women have lower pay than men, it is not known if women and men perceive the justice of a pay setting process differently or if perceptions of justice differ depending on the gender of the supervisor. The aim of this study was to investigate differences between women and men employees, who have a woman or man as pay-setting supervisor, in perceived pay-related justice as well as actual pay level and pay raise (in relative and absolute levels). Questionnaire data were collected from 841 employees in a Swedish private sector company that has implemented a new pay-for-performance system. 2 (employee’s gender) * 2 (supervisor’s gender) MANOVAs indicate that women experienced higher levels of perceived pay justice than men. There was no gender difference in relative pay increase, whereas men, on average, had a higher pay-level and absolute pay increase than women. On average, men pay-setting supervisors gave a higher pay-increase than women pay-setting supervisors. There only significant interaction effects was for pay level. The data derives from one company that has worked hard to implement a new pay-setting system. The study needs replication in other organizational contexts as well as in nationally representable samples. Implementing pay-for-performance systems has the potential to create a more gender equal pay-setting process. This is one of few studies investigating gender equity in pay-related justice and the potential effects of the pay-setting supervisors’ gender in a performance-based pay-system.

Place, publisher, year, edition, pages
2017.
National Category
Psychology (excluding Applied Psychology)
Research subject
Psychology
Identifiers
URN: urn:nbn:se:su:diva-144047OAI: oai:DiVA.org:su-144047DiVA: diva2:1107251
Conference
European Association of Work and Organizational Psychology, May 17th - 20th 2017 Dublin, Ireland
Available from: 2017-06-09 Created: 2017-06-09 Last updated: 2017-06-09

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CiteExportLink to record
Permanent link

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Cite
Citation style
  • apa
  • ieee
  • modern-language-association-8th-edition
  • vancouver
  • Other style
More styles
Language
  • de-DE
  • en-GB
  • en-US
  • fi-FI
  • nn-NO
  • nn-NB
  • sv-SE
  • Other locale
More languages
Output format
  • html
  • text
  • asciidoc
  • rtf