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Allyn Young′s lectures, as recorded by the young Nicholas Kaldor, survey the historical roots of the subject from Aristotle through to the modern neo‐classical writers. The focus throughout is on the conditions making for economic progress, with stress on the institutional developments that extend and are extended by the size of the market. Organisational changes that promote the division of labour and specialisation within and between firms and industries, and which promote competition and mobility, are seen as the vital factors in growth. In the absence of new markets, inventions as such play only a minor role. The economic system is an inter‐related whole, or a living “organon”. It is from this perspective that micro‐economic relations are analysed, and this helps expose certain fallacies of composition associated with the marginal productivity theory of production and distribution. Factors are paid not because they are productive but because they are scarce. Likewise he shows why Marshallian supply and demand schedules, based on the “one thing at a time” approach, cannot adequately describe the dynamic growth properties of the system. Supply and demand cannot be simply integrated to arrive at a picture of the whole economy. These notes are complemented by eleven articles in the Encyclopaedia Britannica which were published shortly after Young′s sudden death in 1929.

This paper introduces a novel quality measure, the percent-within-distribution, or PWD, for acceptance and payment in a quality control/quality assurance (QC/QA) performance specification (PS).

The new quality measure takes any sample size or distribution and uses a Bayesian updating process to re-estimate parameters of a design distribution as sample observations are fed through the algorithm. This methodology can be employed in a wide range of applications, but the authors demonstrate the use of the measure for a QC/QA PS with upper and lower bounds on 28-day compressive strength of in-place concrete for bridge decks.

The authors demonstrate the use of this new quality measure to illustrate how it addresses the shortcomings of the percent-within-limits (PWL), which is the current industry standard quality measure. The authors then use the PWD to develop initial pay factors through simulation regimes. The PWD is shown to function better than the PWL with realistic sample lots simulated to represent a variety of industry responses to a new QC/QA PS.

The analytical contribution of this work is the introduction of the new quality measure. However, the practical and managerial contributions of this work are of equal significance.

Factors other than job performance might affect judgments about pay fairness for employees doing the same job, and the strength of these factors may differ across national cultures. This study uses a multivariate, policy‐capturing approach to compare the way that characteristics of employees—seniority, education, family size, individual job performance, and work effort—affect judgments about the fairness of pay received by employees in Korea and the United States. Regression models of the determinants of judgments about pay fairness by Korean and U.S. nationals were estimated. Korean pay fairness judgments were found to be relatively more sensitive to differences in seniority, education, and family size, and American pay fairness judgments were relatively more sensitive to variations in individual job performance and work effort.

The purpose of this paper is to explore the facilitating and inhibitory factors on paid app downloading intentions based on an integrated valence theory, considering two social environmental factors and two intermediate variables: perceived value and perceived trust.

This study is based on the integrated valence theory. After collecting users’ data, partial least square analysis is used to examine the main driving and constraining factors for users to download paid apps in Apple mobile devices.

The empirical results show that mediated through perceived value, perceived usefulness and perceived compatibility are the absolute positive factors that affect user’s willingness to purchase apps, whereas perceived cost is the main barrier for users to do so. Social environment where the users are in also plays an important role in their purchase intentions.

This study hopes to offer guidance to paid app developers and general app markets, and to help expand the consumer group, make the purchase experience more efficient and promote the development of paid app market.

The finding not only enriches the adoption theory of mobile apps from the perspective of valence theory, but also provides pricing and functional suggestions for platform suppliers and software developers of paid apps.

This study examined a mediating model of income and pay satisfaction with a direct path (income → pay satisfaction) and an indirect path with two mediators (income → the love of money → pay equity comparison → pay satisfaction). Results of the whole sample showed that the indirect path was significant and the direct path was insignificant. When the indirect path was eliminated, income contributed positively to pay satisfaction. We then tested the model across two moderators: culture (the United States versus Spain) and gender. This study provides the following theoretical and empirical contributions: the direct relationship between income and pay satisfaction depends on the indirect path and the extent to which (1) income enhances the love of money and (2) the love of money is applied to evaluate pay equity comparison satisfaction. If both conditions exist, income leads to pay dissatisfaction. If the second condition does not exist, income does not lead to pay dissatisfaction. Pay satisfaction depends on (1) one’s love of money and (2) how one compares. The role of the love of money in pay satisfaction is “not”universal across cultures and gender.

The purpose of this paper is to broaden the domain of the gender pay gap research by exploring individuals' perceptions of it. Examining the factors that have an impact on the way individuals perceive the gender pay gap helps answering the question of why it persists and how to overcome it.

The paper provides a conceptual model of the factors proposed to influence individuals' perceptions of the gender pay gap by adopting social comparison, equity, occupational socialization, relative deprivation, expectancy and social dominance theories as well gender socialization perspective.

According to the conceptual framework, such individual factors as pay expectations, gender role orientation, perceived pay fairness, gender, age, marital status and education facilitate the perceived gender pay gap. Furthermore, gender composition of employment sector and occupational status predict individuals' perceptions of the gender pay gap. Finally, welfare state regime and the degree of public awareness constitute the perceived gender pay gap.

Besides, the obvious suggestion of eliminating the gender pay gap, the paper suggests that more efforts should be made by media and governments to discuss the concept of the gender pay gap and make women aware of their rights and opportunities.

The main of this paper is that it draws together different theoretical perspectives into the model of the perceived gender pay gap.

While over 300 major studies have looked at pay, an empirically derived model of managerial perceptions of pay is yet to emerge. This study attempts to answer the question: “what does pay mean to managers?” Based on three different samples of Canadian managers, the present paper outlines a four factor model of managerial perceptions of pay. It is suggested here that pay has multiple meanings to managers: pay is a symbol of success, it acts as a reinforcer and motivator, it reflects performance and, finally, it reduces anxiety. The paper suggests that two core dimensions may underlie managerial perceptions of pay: its capacity to produce and reduce tension and its focus on self and others. The implications of the present findings for theory and practice and how the present findings relate to past writings in the field are outlined.

The purpose of this paper is to examine the effect of individual‐based, firm‐based, and market factors on job retention, basing its hypotheses on human capital theory and signaling models.

By collecting secondary data on 180 employees who left their jobs at one firm and interviewing human resource managers and those who left for other jobs, factors determining the decision to stay with a firm for a certain period were investigated. Hierarchical regression analyses were performed to test hypothesized relationships.

Marriage, gender, honored employee status, relative pay (both inter‐firm and intra‐firm wages), speed of promotion, and economic cycles had a significant impact on how long the employees retained their jobs, but education level and individual performance did not. Firm‐specific human capital, wages, and signaling effects were proved to affect job retention. Firm‐based factors had a significantly more pronounced impact on the ultimate decision than individual‐based factors.

This study examines worker mobility from the perspective of actual length of job retention, complementing existing streams of research based on intention to leave. Because a few unexamined psychological and sociological factors may confound the findings and because only examine one firm is examined, care should be used when generalizing the findings to other firms.

The study provides evidence useful in the creation of human resource management practices aimed at retaining competent employees.

This study's research questions and methods are new to the line of turnover studies, making it a starting point for further lines of exploration.

This research examines the love of money as a moderator and as a mediator of the self‐reported income‐pay satisfaction relationship among university professors (lecturers). Hierarchical multiple regression results showed that the interaction effect between self‐reported income and the love of money on pay satisfaction was significant. For high‐love‐of‐money professors (lecturers), the relationship between income and pay satisfaction was positive and significant, however, for low‐love‐of‐money professors (lecturers), the relationship was not significant. High‐love‐of‐money participants had lower pay satisfaction than low‐love‐of‐money participants when the self‐reported income was below $89,139.53. When income was higher than $89,139.53, the pattern of pay satisfaction was reversed. Further, the love of money was a mediator of the self‐reported income‐pay satisfaction relationship. Income increases the love of money that, in turn, is used as a “frame of reference” to evaluate pay satisfaction.

The purpose of this paper is to investigate senior managers' satisfaction with pay in the Nigerian Civil Service.

A field study was undertaken to test the hypotheses. The sample was drawn from senior managers in the Nigerian Civil Service. A quantitative methodological approach was used based on questionnaire designed to measure the variables that literature review has identified as having relationship with pay satisfaction.

The finding of this research paper shows that pay incentive scheme is a distinctive dimension of pay satisfaction among senior managers in the Nigerian Civil Service; and the perception of pay‐for‐performance determines the level of satisfaction with pay.

The sample size is very small relative to the total federal civil service population. Only senior managers were selected for questioning and may not reflect the general opinion in the Nigerian Civil Service. The sample is limited to the Federal Civil Service and excludes state and local government services in a federally governed country.

The study has important implications for organisations and human resource practitioners in Nigeria to design their compensation and benefit programmes.

This research is one of the few studies that explore pay incentive schemes as a distinct dimension of pay satisfaction relevant to the Nigerian work environment. It adds value to the study of organisational justice by demonstrating that procedural justice, interactional justice, and distributive justice, influence pay satisfaction.