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The purpose of this paper is to analyse the challenges in undertaking occupational pay comparisons and why this matters for evidence-based reward management, union bargaining strategies and perceptions of pay equity.

The paper draws on the extant literature on pay and undertakes detailed quantitative analysis of teachers pay in Scotland relative to teachers elsewhere in the UK, graduates and other professional occupations in the private and public sectors.

The key finding of this paper is that alternative ways of analysing pay comparability produce significantly different outcomes – occupational pay comparisons require the identification of an appropriate comparator and appropriate measures of pay and hours, yet this is not straightforward. Different approaches to comparability may lead to key stakeholders holding widely differing views about pay equity, with employment relations implications.

Quantitative analyses of pay using large-scale survey data are crucial to understanding relative occupational pay. However, quantitative analyses cannot provide in-depth and nuanced understanding of the nature of particular occupations. Moreover, the paper focuses at the occupational level and does not assess individual employee characteristics that may influence pay.

These findings should inform employers (especially HR managers), employees and unions on pay policy, pay settlements and bargaining strategies.

There is relatively little contemporary literature on the importance of, and challenges in undertaking, occupational pay comparisons.

The aim of this study is to find out whether managers can facilitate employee understanding of the pay system through a goal‐setting process. The paper draws from Thierry's largely untested Reflection Theory to study employee pay satisfaction.

Based on the theory, it is posited that managerial goal setting improves employee pay satisfaction through increased employee knowledge and perceived meanings of pay. The hypotheses are tested with survey data from one municipal health care organization.

The results of the study show that both knowledge and meanings of pay mediate the effects of goal setting on pay satisfaction. The paper finds support for the somewhat distinguishable roles of instrumental and symbolic meanings of pay. The regression analyses show that the former fully mediates the effect of pay level and the latter fully mediates the effect of goal setting on pay satisfaction. Even though the analyses do not provide evidence that common method variance would explain the results, it remains a potential issue.

Future research is needed to establish the dimensionality of meanings – positive as well as negative – a pay system can convey, and to explore the degree to which they can be managed.

The results of the study suggest that organizations can promote their ROI of pay systems by paying attention to the employees' interpretations of messages conveyed by the pay system implementation process. More specifically, the results demonstrate that managers can contribute to employee pay satisfaction via a goal‐setting process that informs employees about the functions of the pay system and use the system to give feedback on the job.

The study provides a unique but preliminary test for Reflection Theory.

The purpose of this paper is to focus on comparing the influence of majority and minority shareholders on executive compensation under conditions of CEO duality, examining majority and minority shareholder influences by measuring their investment and return activity. The paper seeks to uncover how CEO duality changes the impact the two categories of shareholders have on executive compensation, especially in an emerging nation.

In total, 30 corporations out of the 70 corporations listed on the BM&F Bovespa (a Brazilian stock market) were used for the paper. Quarterly data were collected on the companies from the Datastream database. The paper conducted a moderated regression analysis on the data to determine the conditional effects of majority and minority holders’ investment and returns on executive compensation.

There are incentives for executives meeting majority shareholder objectives, but minority shareholders’ influences act as a disincentive for executives. Only the influence of blockholders by their returns is affected by the separation of the roles of CEO and Chairman. The effect is such that firms with a separation of the roles have their executives rewarded in line with increments to the returns made to blockholders, but firms that have the roles merged pay a high wage that is inconsistent with managerial performance. Finally, the majority of variation in executive pay levels can be attributed to individual company traits.

The paper’s sample is biased to firm which had publicly available data on the total compensation payable to their top executives.

Advocates of minority shareholder rights may need to exercise patience with the implementation of more formalised governance structure, as they are not providing protection for minority shareholders within the period studied.

The paper provides empirical evidence within the Brazilian context of minority shareholder effects on executive compensation and the effect of CEO duality on the relationship.

Under the British Government’s current plan, the devolution of authority for civil service pay will be complete in 1996, with all departments and agencies receiving control over the pay of their employees. The process of pay delegation began some years ago with selected Next Steps executive agencies. What lessons does the progress of the Conservative administration’s pay reform programme hold for the future? In examining the success that the government has had so far with delegation of pay to executive agencies, centres on primary research involving a postal survey of executive agencies and in‐depth interviews with several agency human resources directors. Provides an insight into the shape that pay reform is likely to take as further devolution occurs. Reform is unlikely to be either as rapid, coherent or concerted as the government would like. Concludes that while there is little question that change is occurring, its pace has not kept up with the government’s deadlines, and its form is only partially in line with the government’s stated objectives. Identifies several factors explaining the slow progress, most importantly: the internal inconsistencies among the government’s pay reform objectives; the uncertain environment in which many agencies are operating; agencies’ lack of resources; and a failure to take account of the institutional context.

This special “Anbar Abstracts” issue of Women in Management Review is split into five sections covering abstracts under the following headings: Leadership Styles and Personality; Recruitment and Career Management; Dependant Care and Health/Family Issues; Job Evaluation, Appraisal and Equal Pay; Discrimination and Equal Opportunities.

This research identifies human resource (HR) management challenges and associated solutions of a medium-sized organization that reached a critical threshold of employees and required formalized HR systems. HR solutions focused on using labour efficiently, linking pay to performance and motivating or rewarding desired employee behaviour are identified.

This case study involved HR data analysis and 50 semi-structured interviews (SSIs) over 4 successive phases: HR audit, problem identification and job description validation, solutions analysis and feedback on outcomes. Additionally, HR files and schedules were reviewed to determine labour usage, organizational structure and compensation.

HR problems and solutions associated with job analysis (e.g. role identity, role conflict), HR planning (e.g. scheduling, motivation), employee performance management (e.g. validity, employee empowerment) and compensation (e.g. inequity, turnover intentions) issues are clearly identified.

Traditionally, HR theory or concepts are presented in a limited or isolated manner. However, this research provides an integrative assessment of numerous interrelated, complex, core HR concepts including role conflict, equity, employee empowerment, motivation, consensus building, accountability, change champions, communication and coaching.

This multi-phased, multi-stakeholder approach to small and medium enterprise (SME) management informs organizational leaders about HR problems and solutions they may encounter as they grow and require formalized HR systems. The proposed solutions can help safeguard organizational survival.

This research bridges HR theory with HR practices focusing specifically on SMEs. In addition, SMEs can benefit from the HR process information presented to conduct similar evidence-based HR problem and solution assessments.

Aims to disseminate the findings of an investigation into the perception of women as managers and the obstacles that they face in the workplace. Identifies the issues and problems faced by women from “multinational corporations” and the impact of operating across national boundaries. The three key issues are age, gender, and family responsibility. Reports on evidence found from conducting “personal interviews” and “focus group” discussions, showing that the ensuing implications have had a significant impact on women in the workplace. Argues that little has changed in terms of employers’ perception of working women so far. The study was supported from funds provided via the European Union under the European Social Fund Scheme.

The Equal Pay Act 1970 (which came into operation on 29 December 1975) provides for an “equality clause” to be written into all contracts of employment. S.1(2) (a) of the 1970 Act (which has been amended by the Sex Discrimination Act 1975) provides:

The purpose of this article is to examine the national law regimes related to the remediation of contaminated land.

The methodology used is comparative. Models for different systems are described on the basis of varying interpretations of the polluter pays principle. The regimes present in the Member States are then analysed to see which model they have adopted. A comparator from each model group is then considered.

This article presents three key findings. First, it concludes that the extent to which additional national legislation relating to environmental damage is permitted, which depends upon the notion of “more stringent” legislation, is incoherent where more than one interpretation is given to the polluter pays principle. Second, the different interpretations given to the principle undermine harmonisation. Finally, this has wider implications for how we justify liability for contaminated land.

This comparative study of the interpretation of the polluter pays principle, through its implementation in Member States, provides a valuable and novel insight into environmental liability regimes in Europe. It also demonstrates the different type of regimes that are developed on the basis of such different interpretations. Although the different national attitudes to contaminated land policy and remediation have been considered before, this article adds to this debate by suggesting a central cause of such variation in the shape of different interpretations of a principle of the European Union.

The paper intends to identify the factors that determine the variations in the gender pay gap and female workforce participation at low-skill manufacturing job across Indian states over the time period 2006–2014.

Gender pay gap is measured in two ways: one is scale insensitive and second one is scale sensitive. To construct scale-sensitive gender pay gap measure wage discrimination index is used. For main analysis, a panel framework is used. Fixed effect model and random effect model are estimated along with all relevant diagnostic tests.

Empirical analysis elucidates that male literacy rate, female literacy rate and gender parity index are important factors in explaining the variation in gender pay gap and women workforce participation at sub-national level in India. Female literacy rate significantly reduces the crude pay gap; however, it has insignificant effect on scale-sensitive gender pay gap in low-skill manufacturing sector. Educational enrolment widens up the crude wage gap but narrows down the other one. In case of workforce participation educational attainment and school enrolment both reduce women workforce participation in low-skill manufacturing job.

The present research suffers from two major limitations. Due to lack of information, the paper is unable to study the impacts of female representation in trade unions, availability of supporting infrastructure like day-care facilities for working mothers, etc. in explaining the variation in gender pay gap and women workforce participation. The second limitation is that the research fails to address the issue related to selection into employment. The present paper uses the macro-level state-specific statistics instead of micro-level data; hence the imputed wage for unemployed but potential workers cannot be calculated.

The paper is unique in the sense that it highlights gender pay gap and female workforce participation issue in low-skill manufacturing sector at Indian sub-national level. There are no such papers that highlight these issues in the context of Indian manufacturing sector. Another contribution is that the present paper considers the scale-sensitive gender pay gap, whose determinants are different than crude gender pay gap.