Determinants of Salary Dispersion in Organizations

Data from 821 colleges and universities were used to examine the determinants of the degree of wage dispersion in a set of more than 70 high-level university positions. Salary dispersion was positively related to the amount of dispersion in job tenure, private control, and type of institution (two-year college, four-year college, or university). Salary dispersion was negatively related to the proportion of administrative positions filled by insiders and to homogeneity in gender composition. The number of administrative positions (an index of the degree of specialization) increases dispersion when the positions were of a general administrative nature but decreased dispersion when position proliferation was related to the core activities of teaching and research.     

Interest Arbitration and the Narcotic Effect: Evidence from Three Decades of Collective Bargaining in Ontario

We study whether there is increased reliance on interest arbitration, that is, a narcotic or addictive effect or, alternatively, positive state dependence, in public sector contract settlements. We use contract data from three sectors (police, firefighters and hospitals) in the Canadian province of Ontario, which covers 1981 to 2012. The length of our study period yields much longer bargaining histories than previously used, which should provide more compelling evidence on whether there is increased reliance on interest arbitration to settle bargaining impasses over time. We obtain our estimates using a dynamic probit model with random effects that models the initial conditions. Our estimates indicate — across all the sectors we consider and some robustness checks — that there is a narcotic effect in interest arbitration usage despite very different average propensities to use arbitration across sectors.     

Market Share Dispersion Among Leading Firms as a Determinant of Advertising Intensity

Previous advertising intensity models have failed toaddress adequately the rivalry effects of leadingfirms trying to protect and enhance the marketshares of their brands. We argue that the relativedegree of market share parity among leading firms inoligopolies is a crucial determinant of marketadvertising levels. This study presents a modelthat more thoroughly characterizes market structureby including the variance in the market shares ofthe top four firms along with the concentrationratio. This model is then tested using a unique1987 data set of 58 well-defined U.S. food andtobacco manufacturing markets that used private datavendors for branded product market shares and mediaadvertising aimed at household consumers. We findthat industry advertising-to-sales ratios arehighest in those industries with the highestprice-cost margins, highest concentration, and thosewith equally-sized leading firms. Oligopolists seemunable to control advertising expenses asconcentration increases and they likely overinvestin advertising rivalry when they have similar marketshares.     

A Quantitative Assessment of the Effect of First Contract Arbitration on Bargaining Relationships

This article investigates first contract arbitration's (FCA) capacity to foster bargaining relationships and deter misconduct by analyzing its effect on decertifications. Using time‐series cross‐sectional (TSCS) analysis with data from nine Canadian provinces over a four‐decade period, it shows: (1) FCA correlates with 20 to 37 percent fewer decertifications in provinces that have an FCA provision relative to those that do not; (2) of the various types of FCA, the automatic and fault forms have the most robust effect on decertifications while the mediation‐arbitration form may have the largest effect on decertifications; and (3) the effect of FCA is heightened in the presence of card‐check certification such that the best results for fostering bargaining relationships may be found in the presence of both policies.     

关系网络与雇主机会主义行为的实证研究

在相同的司法体系下,为什么不同地区和不同类型企业的劳动争议数量和频率仍会有很大的差异？本文从关系网络的角度,分析作为第三方实施的社会实施机制--关系网络对经济主体行为的约束.员工拥有越多当地的社会关系网络,关系网络对雇主机会主义行为的约束力就越大.因而,一个地区外来劳动力越多,雇主的机会主义行为就越猖獗.一个地区外来雇主越多,雇主的机会主义行为也越多.本文用中国2000年31个省区的横截面数据验证了以上命题.     

宽带薪酬适用性探析

宽带薪酬以其自身的优越性,受到企业管理者的广泛关注,但作为一种新型薪酬模式,并不适用所有企业。文章从宽带薪酬产生的背景、涵义、构建的意义、适用的范围等方面出发,探析宽带薪酬的适用性,并提出相关建议。     

浅谈薪酬结构的设计

通过对薪酬、薪酬结构设计等内容的阐述,结合昆钢薪酬结构设计的改革进程,指出科学合理的薪酬结构设计在薪酬管理制度中的重要意义以及对现代企业发展所起的重要作用。     

The Impact of Living Wages on Employers: A Control Group Analysis of the Los Angeles Ordinance*

This paper analyzes the impact of the Los Angeles Living Wage Ordinance on employers using two original data sets and a quasi‐experimental research design. Relative to a control group of establishments, the starting pay of low‐wage workers has risen by $1.74 per hour, paid days off have risen by two days, and employer‐paid health benefits have not significantly changed among establishments covered by the living wage ordinance. Living wage establishments have witnessed a sizeable reduction in low‐wage worker turnover, a drop in absenteeism, reduced overtime hours, and reduced job training relative to the control group of establishments. The ordinance appears to have had no significant impact on the use of part‐time workers, the intensity of supervision, or the tendency of living wage firms to fill vacancies from within.     

The Role of Arbitration Costs and Risk Aversion in Dispute Outcomes

The effects of risk aversion and of arbitration costs on bargaining outcomes are investigated using data from 171 simulated negotiations. The results are generally consistent with predictions from a simple economic bargaining model. We find strong evidence that directs costs of arbitration lead to higher rates of agreement. There is only weak evidence the risk aversion is related to the probability of agreement, but negotiated settlements seems to favor the less risk-averse bargainer.     

The Role of Salary and Incentives in the New Product Function

It seems reasonable to expect that a company's reward systems would recognize the importance of the new product function. It also seems reasonable that those systems should take into account the importance of cross-functional teams. Unfortunately, current reality does not meet those reasonable expectations. Laurence P. Feldman presents the results of a 1994 PDMA membership survey on the compensation of new product professionals. This study updates and extends the information collected in his 1990 PDMA survey, and thus meets four objectives: tracking changes in compensation levels since the 1990 survey; assessing the effects of various factors on compensation; examining the structure of non-salary financial incentives; and obtaining information on the extent and types of nonfinancial incentives used with cross-functional teams. The survey results indicate that compensation of new product professionals increased by 9.6% between 1989 and 1993. This compares unfavorably with a Labor Department benchmark of 14.7%. Survey findings indicate that the compensation of technical or scientific people does not differ significantly from that of marketing personnel. A firm's industry classification has a greater influence on compensation level than does a person's role in the new products process. Even more important are such factors as number of people supervised, length of time with the firm, and education level. Respondents indicate that performance-based financial incentives play a minor role in overall compensation. Such incentives gain importance as you move up the ranks of the organization, accounting for slightly more than 20% of total compensation at the vice presidential level. Despite the benefits of using cross-functional teams, compensation programs typically do not reward team efforts. Less than 20% of the respondents who served on such teams reported that any portion of their compensation was directly attributable to their team effort. In most cases, the new product professional's performance is evaluated by a functional manager rather than the team leader or project leader. In place of financial rewards for contributions to a team effort, companies often use nonfinancial rewards such as plaques, hoping to minimize the effect of possible errors in judging performance.     

浅谈煤炭企业职工薪酬纳税筹划

阐述了煤炭企业职工薪酬个人所得税纳税筹划的基本思路和方法,主要包括工资与薪金的纳税筹划,职工收入福利化的纳税筹划,以及充分利用优惠政策的纳税筹划。     

雇主视角下的高级技工短缺问题探析

针对我国高级技工短缺问题,从雇主视角出发,构建＂委托—代理＂模型对专业技能培养的投资行为进行数理推导,并在此基础上对雇佣双方的行动策略作单次动态博弈与重复动态博弈分析。结果表明由于存在技工离职的风险,企业会选择放弃对高级技工培养进行投资。为此,建议企业实施有利于雇佣双方在技能培养中采取合作行为的管理措施,为培养高级技工创造良好的博弈环境。