Gender Equality and the Individualised Pay-Setting Process
2008 (English)In: Reward Management: Facts and Trends in Europe / [ed] M. Vartiainen, C. Antoni, X. Baeten, N. Hakonen, R. Lucas, & H. Thierry, Lengerich: Science Publishers , 2008, 1st, 48-68 p.Chapter in book (Other academic)
The practice of individualized pay has increased through Europe during the last decades. In order for individualized pay setting to bring about intended positive outcomes such as employee motivation and productivity, the pay setting should be considered fair. Unequal pay distribution among men and women may consequently be a threat to the pay system’s incentive effect. We have investigated differences between men’s and women’s perceptions and attitudes toward a number of factors involved in the individualized pay-setting process. The results suggest that although both genders seem to be satisfied with the system itself, there are substantial differences regarding how equal and fair men and women perceive the pay distribution to be, as well as who benefits from it.desiring Oare rganizations who wants to probably come to terms with discrimination of women should make an effort on a local level, rather than depend upon central institutions to do it for them.
Place, publisher, year, edition, pages
Lengerich: Science Publishers , 2008, 1st. 48-68 p.
pay setting, equal opportunities, fairness, pay criteria, goal setting, performance, pay-for-performance
IdentifiersURN: urn:nbn:se:su:diva-38307ISBN: 978-3-89967-479-8OAI: oai:DiVA.org:su-38307DiVA: diva2:309661