Search results

In this paper, we review the literature on pay variation (e.g., pay dispersion, pay compression, pay range) in organizations. Pay variation research has increased markedly in the past two decades and much progress has been made in terms of understanding its consequences for individual, team, and organizational outcomes. Our review of this research exposes several levels-related assumptions that have limited theoretical and empirical progress. We isolate the issues that deserve attention, develop an illustrative multilevel model, and offer a number of testable propositions to guide future research on pay structures.

My function this morning is to say a word or two about what kind of business records it is desirable to keep for the purposes of the historian. This is, I suppose, marginal to the subject which we have already listened to this morning in that, while there is no general rule, in essence I am concerned with only those business records which—according to company regulations—are to be kept for at least six or ten years and not much, if at all, with routine or day‐to‐day records.

Three basic approaches to retail institutional change can be discerned in the last 30 years. The first contends that institutional evolution is a function of developments in the socio‐economic environment. The second argues that change occurs in a cyclical fashion. The third considers inter‐institutional conflict to be the mainspring of retail change. None of those approaches is found to be entirely satisfactory, and a series of combination theories has been posited. It is argued that regional institutional change is the result of environmental forces and a cycle‐like sequence of inter‐institutional conflict.

Explained pay dispersion theory (Shaw, Gupta, & Delery, 2002) contends that the consequences of pay dispersion depend on two critical contingencies: (1) the presence of legitimate or normatively acceptable dispersion-creating practices, and the (2) identifiability of individual contributions. In this chapter, the first 20 years of empirical evidence and theoretical offshoots of this theory are reviewed. Other recent studies on the outcomes of horizontal and vertical pay dispersion are also evaluated. The review concludes with an evaluative summary of the literature and the identification of several potential fruitful areas for future research.

This study examines the performance consequences of pay dispersion in publicly listed firms in Turkey for the period 2009–2013. Our study focuses on vertical pay dispersion, which reflects intra-firm and vertical differences between pay at two important hierarchical levels: top executive level and lower hierarchical level. The author intends to present arguments based on equity theory and tournament theory and will propose two contradictory hypotheses to test them within the context of an emerging market. Results provided in the present study confirm that pay dispersion between executives and employees has a positive impact on a firm’s profitability in Turkey. Our study contributes current empirical evidence by examining vertical pay dispersion in an emerging country context, which may have a different cultural orientation and societal-wide assumptions concerning fairness, power, and disparities, relative to its developed country counterparts.

We have heard from the two previous speakers about the records which should be kept for business purposes and for the historian. I should now like to say a few words about the approach of an O and M Department in a large business to the problem of preserving current records in general.

Working memory (WM) is a key component of effective and efficient communication in typical communicators, with, potentially, even greater significance for those who benefit from augmentative communication. This study aims to explore the emergence of WM strategies in children with complex communication needs who may be reliant on aided communication strategies.

A quasi‐experimental repeated measures, multi‐factorial research design, comparing 30 children with complex communication needs (CCN) aged three to six years and 30 age‐matched typically developing peers. Picture stimuli representing verbs and adjectives in three categories: control words, long words and phonologically similar words are presented visually or silently in sequences of increasing length to establish each participant's memory span.

Articulatory rehearsal does not appear to be used as a memory strategy with verb material. With adjective material, there is limited evidence of emerging articulatory rehearsal at age six. Input modality does not influence rehearsal of either verbs or adjectives.

The study is small scale and exploratory, but there are suggestions that both groups of participants handle verb and adjective material differently to noun material.

Emerging WM skill in children with CCN needs to be considered in relation to the use of speech generating technology.

This paper contributes to understanding of the development and potential influence of WM in efficient aided communication.

The purpose of this paper is to identify salient topic categories and outline their evolution patterns and temporal trends in microblogs on a public health emergency across different stages. Comparisons were also examined to reveal the similarities and differences between those patterns and trends on microblog platforms of different languages and from different nations.

A total of 459,266 microblog entries about the Ebola outbreak in West Africa in 2014 on Twitter and Weibo were collected for nine months after the inception of the outbreak. Topics were detected by the latent Dirichlet allocation model and classified into several categories. The daily tweets were analyzed with the self-organizing map technique and labeled with the most salient topics. The investigated time span was divided into three stages, and the most salient topic categories were identified for each stage.

In total, 14 salient topic categories were identified in microblogs about the Ebola outbreak and were summarized as increasing, decreasing, fluctuating or ephemeral types. The topical evolution patterns of microblogs and temporal trends for topic categories vary on different microblog platforms. Twitter users were keen on the dynamics of the Ebola outbreak, such as status description, secondary events and so forth, while Weibo users focused on background knowledge of Ebola and precautions.

This study revealed evolution patterns and temporal trends of microblog topics on a public health emergency. The findings can help administrators of public health emergencies and microblog communities work together to better satisfy information needs and physical demands by the public when public health emergencies are in progress.

This study aims to examine whether the pay gap between the chief executive officer (CEO) and non-executive employees affects the firm’s research and development (R&D) efficiency.

The dependent variable is the firm’s R&D efficiency, defined as a percentage increase in revenue from a 1-per cent increase in R&D spending. The main independent variable is the CEO-employee pay gap, defined as the ratio of annual total compensation for the CEO to the average of non-executive employees of the firm. The authors estimate fixed-effects models to examine the association between R&D efficiency and the pay gap between CEO and non-executive employees.

Results indicate a negative and significant association between R&D efficiency and CEO-employee pay gap, which suggests that a wider pay gap reduces employee motivation and effort, consistent with pay equity theory. We also find that the CEO-employee pay gap negatively moderates the relationship between employee pay growth and R&D efficiency

Recently enacted pay gap disclosure requirements mandated by the Dodd-Frank Act will make the disparity between CEO and non-executive compensation more salient. This study provides evidence of a firm outcome associated with that disparity.

This study is among the first to investigate the impact of the pay gap on R&D efficiency, a firm outcome not previously explored in the literature. This study also investigates CEO-employee pay gap’s role as a factor that moderates the effects of employee pay growth and institutional ownership on R&D efficiency