دانلود رایگان مقاله لاتین پرداخت ارتباطات از سایت الزویر
عنوان فارسی مقاله:
پرداخت ارتباطات: از اینجا به کجا برویم؟
عنوان انگلیسی مقاله:
Pay communication: Where do we go from here?
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مقدمه انگلیسی مقاله:
1. Introduction
Recently, there has been a movement towards pay openness, also known as pay transparency, in the workplace. This current trend is due to several things. First, pay information is now readily available on the internet through third-party websites such as Glassdoor. com, Salary.com, and PayScale.com, where individuals can access general salary information (such as the salary average, as well as the 10% and 90% averages) as well as anonymously-posted individual salaries for specific jobs in certain locations or in certain companies (Ledford, 2014). Second, President Barack Obama signaled the essential need for a pay openness culture by signing an Executive Order in April 2014 that prohibits federal contractors from retaliating against employees who discuss their personal pay information. Third, the latest entrants to the workforce are the Millennial generation who are acquainted with an open-access culture where they are comfortable providing personal information on the internet, such as with social media networks (e.g., Instagram, Twitter, and FaceBook: Lytle, 2014). Finally, several news articles have called for more pay openness in the workplace, stating how more beneficial pay transparency is in regards to positive employee and organizational outcomes (e.g., Bacharach, 2012; Lytle, 2014). For instance, pay openness assists in building perceptions of fairness, which in turn positively influences other desirable outcomes such as employee engagement (Bamberger & Belogolovsky, 2010). Additionally, some argued benefits of a transparent culture includes its assistance in the recruitment process (by making the timeline shorter since pay is known and salary negotiations are limited to a specific pay range) and in the diminishing of wage inequality between genders and races, which tends to be a big challenge for some companies, and creates positive perceptions of organizational justice (Lytle, 2014).In support of this pay openness movement, it appears over the past several decades that pay secrecy practices have been losing favor among U.S. organizations. Specifically, the proportion of companies utilizing pay secrecy policies has declined from 75% in 1985 (Balkin & Gomez-Mejia, 1985) to 36% in 2001 (HRnext.com Survey, 2001) to 23% in 2010 (IWPR/Rockefeller Survey of Economic Security: Lytle, 2014). These recent efforts arguing for a pay openness culture in the workplace demonstrate that pay communication practices are an important aspect in the organizational setting. This is not surprising as compensation is considered an important job factor by employees (Gerhart & Rynes, 2003; Opsahl & Dunnette, 1966), which influences employee behavior and, in turn, can affect organizational effectiveness (Beer & Gery, 1972; deCarufel, 1986; Lawler, 1981). However, employee compensation is a complex notion since it represents an exchange for work performed (Andersson-Straberg, Sverke, & Hellgren, 2007) or for individual human capital (Lawler, 2000), as well as an achievement or form of recognition (Ackley, 1993; Goodman, 1974; Lawler, 1966, 1971; Lawler & Porter, 1963), an indication of organizational value (Lawler, 1966, 1971), a determinant of social status (Andersson-Straberg et al., 2007), a motivator (Ackley, 1993), a performance-related reward (Ackley, 1993), an aspect of performance feedback (Lawler, 1965b, 1966), and a self-esteem booster (Goodman, 1974), among other things. Ironically, even though compensation is widely seen as critical to understanding how employees' respond to their organizations, we know little about employees' reactions to how pay is communicated in organizations. Since the current movement argues for pay openness and many companies have moved towards greater openness regarding pay, it is important to identify whether pay openness practices produce desirable employee and organizational outcomes. This paper provides a description of pay communication practices, as well as a typology, that will be useful for future researchers investigating this phenomenon. Organizational justice theory (informational justice in particular) provides a frame for explaining how pay openness practices influence employee attitudes and behaviors. Pay openness practices are expected to provoke a social exchange perspective among employees, thus resulting in predictable reactions such as organizational citizenship behaviors, perceived organizational support, and organizational commitment. Following the presentation of the theory and the models, several propositions are presented to provoke future research on this important current movement.
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کلمات کلیدی:
Understanding Pay: Perceptions, Communication and Impact in For ... ir.stthomas.edu › ... › School of Education › Dissertations in Leadership › 65 by N Diekmann - 2015 - Related articles This qualitative case study investigated pay perceptions and compensation communication in for-profit companies in the Midwestern United States. The purpose ... Compensation Force: Pay Communication: Is Our Objective ... www.compensationforce.com/.../pay-communication-is-our-objective-transparency-o... Jul 15, 2009 - What exactly should we be shooting for in our pay communication efforts? Is it transparency ... or is it clarity? In a post today on his Harvard ... A Compensation Manager's Guide to Pay Communication | Sam ... https://www.linkedin.com/.../compensation-managers-guide-pay-communication-sam-... Oct 11, 2015 - Do's and Don'ts. Here we are again, another year is coming to a close and it is time to start thinking about updating the compensation ... Pay communication: Where do we go from here? (PDF Download ... https://www.researchgate.net/.../283901338_Pay_communication_Where_do_we_go_fr... Recently, there has been a movement towards pay openness in the workplace. However, the pay communication literature is narrow in scope, considering only ... Searches related to Pay communication 7th pay communication pay policies definition pay systems for employees pay system definition pay secrecy definition types of pay systems sample pay increase letter to employee communicating salary increases to employees
