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Gender Equality and the Individualised Pay-Setting Process
Stockholm University, Faculty of Social Sciences, Department of Psychology. (A/O)
Stockholm University, Faculty of Social Sciences, Department of Psychology. (A/O)
Stockholm University, Faculty of Social Sciences, Department of Psychology. (A/O)
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)
Abstract [en]

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.
Keyword [en]
pay setting, equal opportunities, fairness, pay criteria, goal setting, performance, pay-for-performance
Identifiers
URN: urn:nbn:se:su:diva-38307ISBN: 978-3-89967-479-8 (print)OAI: oai:DiVA.org:su-38307DiVA: diva2:309661
Available from: 2010-04-08 Created: 2010-04-08 Last updated: 2010-04-08Bibliographically approved
In thesis
1. Employee perspectives on individualized pay: Attitudes and fairness perceptions
Open this publication in new window or tab >>Employee perspectives on individualized pay: Attitudes and fairness perceptions
2010 (English)Doctoral thesis, comprehensive summary (Other academic)
Abstract [en]

The use of various types of individualized pay setting has increased dramatically in Sweden. In order for individualized pay to work as an incentive, the pay system has to be perceived as fair. This thesis focuses on the various subjective perceptions that arise in relation to individualized pay setting, since such perceptions may have consequences for employee attitudes and behavior. Using survey data from Swedish human service workers (Study I and II) as well as other public employees (Study III), the general aim was to shed more light on employees’ pay attitudes and fairness perceptions in connection with individualized pay setting. Study I examined some of the explanatory factors behind employee pay attitudes. The results showed that perceiving a clear connection between work results and pay, and perceiving a sound working climate, were both related to more positive attitudes towards the pay distribution process. Study II examined factors potentially associated with pay-related justice perceptions. The results demonstrated that perceptions of having sufficient feedback, proper information on pay criteria, gender equality, and lower workloads were connected with more favorable views of pay justice. Pay justice perceptions, in turn, appeared only to be marginally connected with employees’ work-related attitudes and behavior. Study III investigated whether women’s and men’s perceptions of the individualized pay-setting process differed. The results showed that both genders had a similar awareness of the organizational policies and goals. The women, however, reported much lower levels of pay-related gender equality than the men and perceived that men, overall, benefited more from individualized pay setting. In conclusion, employees’ perceptions of a well-functioning working climate, apparent links between work effort and pay, as well as perceived equal opportunities contribute to individualized pay systems being viewed as more fair.

Place, publisher, year, edition, pages
Stockholm: Department of Psychology, Stockholm University, 2010. 70 p.
Keyword
individualized pay setting, fairness, pay attitudes, gender differences, equal opportunities, pay system, work climate, justice perceptions
National Category
Psychology
Research subject
Psychology
Identifiers
urn:nbn:se:su:diva-38308 (URN)978-91-7447-025-3 (ISBN)
Public defence
2010-05-27, David Magnussonsalen (U31), hus 8, Frescati hagväg 8, Stockholm, 10:00 (Swedish)
Opponent
Supervisors
Available from: 2010-05-05 Created: 2010-04-08 Last updated: 2010-06-15Bibliographically approved

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Citation style
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