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The study examines the relationship between perceived unfair pay and job satisfaction and how this relationship is contingent on organizational hierarchical rank.

The proprietary data are from ongoing surveys of individual workers conducted by a major Polish human resource consulting firm. The pooled cross-section dataset is comprised of nearly 330,000 individuals working in the Polish labor market during 2015–2017. Drawing upon various theories, the authors formalize and test three hypotheses. The estimations are performed using the ordered probit method.

Ceteris paribus, job satisfaction is increasing with organizational hierarchical rank; perceived unfairness of pay is negatively associated with job satisfaction, and organizational hierarchical rank exacerbates this negative relationship by making it stronger for employees holding higher organizational positions.

First, prior research is mainly confined to studying pay satisfaction as a contributing factor to job satisfaction, and perceived fairness of pay was rarely considered. Second, very few studies examine the role of hierarchical level as a moderator in the relationship between organizational justice and workplace outcomes. Third, the authors add to the scarce empirical literature on job satisfaction for post-Communist Central and East European countries as only a limited number of such studies exist for Poland.

Since the post‐Stalin thaw of the mid‐1950s, economic reform has been a constant theme in academic discussion and policy implementation in the countries of Eastern Europe. In Poland, major reform programmes accompanied the five‐year plans beginning in 1956, 1966, and 1969. The current economic crisis in that country has elicited yet another set of reform proposals.

Analyzes the wage structure and wage distribution for male and female Polish workers during a more mature phase of a transition to a market economy, namely 1994‐2001. The results indicate an overall rise in earnings inequality for both genders during this period. Contrary to conventional expectations, changes in the composition of employment caused by a deep restructuring process did not have a significant impact on earnings inequality. Throughout this period, the changes in the wage structure and wage distribution were almost entirely due to the changes in returns to worker characteristics. However, does not observe the “explosion of differentials at all levels,” predicted by many leading models on transition. Wage structures for men and women evolved in different ways. This analysis suggests that the effect of changes in labor supply and institutional factors on the wage structure and wage distribution was relatively unimportant. Demand side factors seem to be far more important in explaining the dynamics of earnings inequality in Poland during 1994‐2001.

Examines changes in the responsiveness of occupational wages to occupational unemployment rate in Atlanta, Cleveland, Los Angeles and Philadelphia over the 1977‐1990 period. Finds evidence that the wage responsiveness to unemployment increased during the 1980s and that our model does a good job in explaining changes in the relative wage across the four occupational groups in the local labour markets. These results are consistent with the belief that the interaction of market forces, such as technical change and international competitions and institutional changes, such as the decline in unionization, played an important role in increasing relative wage dispersion during the 1980s.

Gary R. Albrecht, Ph.D., North Carolina is an economist at Albrecht Economics located in Winston-Salem. He specializes in economic forecasting and forensic economics. He has been an Assistant and Adjunct Associate Professor at Wake Forest University, and he was the Director of Econometric Modeling at the University of Kansas. He is a past vice president of the National Association of Forensic Economics. His research has been published in the Journal of Forensic Economics, Journal of Legal Economics, Trial Briefs, and The Earnings Analyst, in addition to his authoring various economic research reports and book chapters. He holds a Ph.D. degree in Economics from Indiana University.

Argues that organizational rules have developed over time to serve the needs of both workers and managers. Unfortunately, it is being found that rules are double‐edged; they restrict both the rule maker and the potential rule breaker. It is clear that many existing workplace rules do not serve the needs of anyone involved. Discusses several reasons why rules are difficult to change and suggests ways in which to facilitate changes in workplace rules. Concludes that, in order for rules governing existing workplace practices to change, all the relevant stakeholders must expect to gain from their revision.

The contemporary business arena continues to hold great promise for dramatic innovational developments unheard of in previous eras. The purpose of this paper is to suggest ways to achieve organizational excellence through entrepreneurship in today's dynamic environment of opportunities.

The authors' research has focused on the foundation of successful entrepreneurial management leadership in the achievement of organizational excellence. Data were collected primarily from well‐known entrepreneurs identified during the past ten years in various publications.

Research shows that the major reflections of operational excellence in organizational entrepreneurship revolve around the care of customers, constant innovation, committed people and managerial leadership.

Many relatively creative ideas regarding entrepreneurial management and leadership have been put forward in this treatise, which clearly require further validation by future research.

Successful leadership has been found to be based upon four key strategies: attention through vision, meaning through communication, trust through positioning, and confidence through respect. Research further suggests that at the heart of successful leadership strategies rest a concern for people and the interpersonal values of joy, hope, charity and peace. These values provide a new paradigm of interactive cues and a foundational core for the successful fulfillment of those key strategies.

This research contributes by developing a model of keys to organizational excellence, and leadership strategies and values. Furthermore, this paper may benefit companies that are trying to reinvent themselves by fostering innovativeness within their organizations.

The purpose of this paper is to use personnel records from two firms in the banking industry, job duration models are estimated to examine separations in the context of banks based in Great Britain and Greece.

The duration models are estimated using parametric and semi-parametric methods, and allow for frailty.

The paper finds that it is sustained, rather than instantaneous, performance that is linked to separations. In common with some earlier studies, the paper finds qualified support for a u-shaped relationship between performance and separations – suggesting that poor matches are short-lived and that high-performance workers move on to other employment – but only in the case of the British data. Both of the banks under investigation experienced substantial reorganisation activity over the time period considered, and the paper finds that the year following this was characterised by increased separation propensities.

While most of the findings are consistent across the firms in the two countries studied, the paper finds that single men are more likely than their female counterparts to quit in the bank based in Britain, but less likely to quit in that based in Greece. The paper offers some suggestions about why this should be the case.

The study serves to enhance the understanding of the determinants of attrition amongst workers in the banking industry, and hence offers clues to employers about how they can enhance retention of productive workers.

Owing to the availability of data sets, very few studies of this kind exist. The paper presents evidence based on data gathered from two distinct employers, and hence adds significantly to the body of literature in this area.