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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.

Notes that the collaboration between Edwin F. Gay, founding dean of the Harvard Graduate School of Business Administration, and Arch W. Shaw, a Chicago publisher, exemplifies the significance of historical sensibility on the origins of US management studies. Points out that the attention they gave to historical methods and data as tools of inquiry reflected Gay’s professional training in economic history, but it also reflected the sense both men had of the significance of institutions and institutional patterns in business life. Both men also urged more attention to distribution as a serious topic for academic research and teaching, and also recognized co‐ordinating activity as a central function of modern management. Adds that the potential gains from scale economies depended on how well general managers filled this function, and that for this task managers required an outlook that transcended technical expertise. Suggests that they had to understand the broader institutional setting in which they managed and that historical awareness could illuminate that context.

This paper presents an alternative approach to evaluating the overall efficiency and performance of Taiwanese container ports. Specifically, a parallel activity with series structure concept in the form of data envelopment analysis (MNDEA) is used to construct a model that applies to three different activities: harbor management, stevedoring and warehousing operations. We will further divide each activity into two process types, production processes and services processes. We will also adopt a Delphi survey approach and use the Analytic Network Process (ANP) to identify these processes’influence dependence and their degree of importance for the MNDEA model setting. An empirical application demonstrates the performance of Taiwanese container ports by using MNDEA with window analysis techniques via the directional distance functionThe results demonstrate that the application is effective in indicating and/or suggesting resource-adjustments, while considering which undesirable output levels and shared inputs were involved. The results also present directions for possible improvements in workplace efficiency.

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.

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This paper investigates, theoretically and empirically, differences between blacks and whites in the United States concerning the intergenerational transmission of occupational skills and the effects on sons’ earnings. The father–son skill correlation is measured by the correlation coefficient (or cosine of the angle) between the father’s skill vector and the son’s skill vector. The skill vector comprises an individual’s occupational characteristics from the Dictionary of Occupational Titles (DOT). According to data from the U.S. National Longitudinal Survey of Youth (NLSY79), white sons earn higher wages in occupations that require skills similar to those of their fathers, whereas black sons in such circumstances incur a wage loss. A large portion of the racial wage gap is explained by the father–son skill correlation. However, a significant unexplained racial wage gap remains at the lower tail of the wage distribution.