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The purpose of this paper is to examine the impact of pay diversity between groups, for example, across competing workplace teams.

In Study I, 60 future managers from Newcastle, Australia, were paid either $1 or $2 to work on an identical intrinsically motivating task, either on an individual basis or as members of pay‐diverse groups. In Study II, with 84 future managers in Darwin, Australia, the $1/$2 group pay dichotomy was made more realistic, by positioning the pay either at the bottom ($1) or top ($2) rungs of a pay ladder, or embedding it within a wider pay scale ($1 at a first, and $2 at the second tertile).

In Study I, between individually paid workers, both below‐ and above‐average payment were linked to low intrinsic motivation, whereas between groups, those in the higher pay bracket remained more motivated compared to their lower‐paid group counterparts. In Study II, when pay was polarised, intrinsic motivation was higher in the higher‐paid compared to lower‐paid groups; but when pay was embedded, this comparative advantage dissipated.

Taken together, Studies I and II suggest that pay diversity across groups will de‐motivate both lower‐ and higher‐paid groups, except perhaps when a group tops the pay ladder.

The authors use laboratory experiments to test two self-assessment tax mechanisms for facilitating land assembly. One mechanism is incentive compatible with a complex tax function, while the other uses a flat tax rate to mitigate implementation concerns. Sellers publicly declare a price for their land. Overstating its true value is penalized by using the declared price to assess a property tax; understating its value is penalized by allowing developers to buy the property at the declared price. The authors find that both mechanisms increase the rate of land assembly and gains from trade relative to a control in which sellers’ price declarations have no effect on their taxes. However, these effects are statistically insignificant or transitory. The assembly rates in our self-assessment treatments are markedly higher than those of prior experimental studies in which the buyer faces bargaining frictions, such as costly delay or capital constraints.

Due to high competition in the agricultural industries and heterogeneous products, the setting of prices for direct sales to consumers is difficult. In recent years, pay-what-you-want (PWYW) is discussed as an innovative pricing strategy. This study analyses whether the implementation of a pay-what-you-want strategy can be successful and if there is a willingness to pay from the consumers for wine touristic offers. Furthermore, the study analyses, in general, how suitable experiments are as a research tool.

A PWYW mechanism creates a situation of strategic decision- making that can be modelled as a game. This can be transferred to an experimental setting. The results were analysed with a two-sided MWU test (Stata, ranksum) in order to determine whether the differences are statistically significant.

Participants pay positive prices, although theory predicts the opposite. PWYW is a good strategy to analyse the willingness-to-pay for heterogeneous and homogenous services or products. Information or reference prices have no clear influence on the willingness to pay, confirming results of other studies. There is no influence of gender and age on the payments.

In general, consumers have a willingness to pay positive prices for wine- touristic offers. The willingness to pay is not different for people with or without wine knowledge. For the chosen variable information and reference price, wine producers do not have to address target groups differently.

It is the first study which analyses the pay-what-you-want mechanism as a tool for wine touristic activities. In addition, an experimental approach was used to analyse an innovative, consumer-based price-setting strategy.

There is a growing recognition that when employees who are caregivers lack the organizational support/resources to manage their paid work with care responsibilities, it could result in poor job performance, increase absenteeism, and have an impact on their well-being. Very little is known about managers’ perceptions in supporting their employees through workplace initiatives such as caregiver-friendly workplace policies (CFWPs). The purpose of this paper is: to examine managers’ experience(s) with employees that are engaged in formal paid care and informal care; to explore availability of CFWPs; and to explore managers’ standpoints on offering CFWPs to support their employees.

The authors draw on the findings from semi-structured qualitative interviews with 20 (n=20) managers working in the health care sector in an urban-rural region in Ontario, Canada.

Intersectionality analysis of participant interviews revealed three key themes: managers’ experiences with employees who are caregivers; knowledge and availability of CFWPs; and balancing business care with staff care.

Data were drawn from health care sectors in one community in Ontario, Canada and may not generalize to other settings. The small sample size and purposive sampling further limits the generalizability of the findings.

Study findings can be applied to develop workplace policies and procedures that are responsive to workers who are providing unpaid care.

This study contributes to limited literature on manager’s perspectives in supporting employees through CFWPs.

With the increasing prevalence of awards for reporting fraudulent activity, it is important to learn if there are unintended consequences associated with the language offering such awards. Aside from issues regarding submitting unsubstantiated claims of fraud to the Securities and Exchange Commission (SEC), Section 922 of the Dodd–Frank Act may inadvertently encourage would-be whistleblowers to delay reporting fraud. Potential whistleblowers may choose to delay reporting due to the consideration of alternatives to external reporting, in a misguided attempt to increase the size of an award, or due to their ethical stance on the issues. Using a three-stage mixed methods (experiment, open-ended interviews, and experiment) approach, this study provides evidence that increased knowledge of statutes involving external whistleblowing may result in reporting delays. The data suggest that despite statements from the SEC forbidding this, managers may choose to delay reporting when under the threshold necessary to receive an award. In such a manner, managers may be allowing the fraud to grow to a necessary perceived level over time. As might be expected, the accountants in this study were more cautious, checking to see if internal reporting worked first. Of particular note, 16 individuals indicated that they would never report, with the motivation apparently driven by fear of job loss and/or retaliation. Lastly, the intention to delay or speed up reporting may be very different based on the perception of ethics involved in the decision.

Many youth with a disability would like to work but encounter challenges finding employment. Vocational interventions can help youth with disabilities gain employment skills and jobs. In this chapter, we assess: (1) how vocational programs for youth with physical disabilities influence employment-related skills and outcomes; and (2) the common components of vocational programs for these youth.

Our research team conducted a systematic review of peer-reviewed literature with six major databases: Medline, PsychInfo, Scopus, Web of Science, CINAHL, and Embase. Publications selected for inclusion met the following criteria: (1) peer-reviewed journal article, dissertation, or conference paper, published between 1990 and January 2014; (2) addresses vocational program or intervention for youth with physical disabilities; and (3) sample includes at least 50% youth (aged 15–25) with an acquired or congenital physical disability.

Of the 4,588 studies identified in our search, 8 met the inclusion criteria. In six of the studies, the majority of participants gained paid or unpaid employment after participating in a vocational program. Five studies showed improved knowledge and perceptions of employment. Most studies showed improvements in at least one vocational outcome such as knowledge about job searching, job interviews, advocating for workplace adaptations, and how to access services and supports. Common intervention components included: experiential learning, mentorship, and family involvement. Most programs took place in the community or rehabilitation centers that varied in length and were delivered by a variety of professionals. Most programs had a combination of group and individual components.

There is some evidence to suggest that vocational programs can influence employment outcomes for youth with physical disabilities. However, further research is needed with more rigorous and longitudinal designs.

The purpose of this paper is to develop a conceptual framework that clarifies the construct of pay secrecy.

Paralleling organizational justice research, two continua of pay information – a distributive continuum about pay raise outcomes and a procedural continuum of pay raise processes – are crossed to produce a 3 × 3 matrix with nine distinct forms of pay communication.

Drawing on the substitutability effect from the organizational justice literature, the matrix highlights the importance of considering how the communication of different types of pay information interact with one another as individuals form pay perceptions.

The matrix framework illustrates that not only information content shapes pay perceptions, but also the extent to which different types of pay information are communicated, and how these different types of information interact. As with any conceptual framework, the current manuscript is limited by a lack of empirical testing.

Managers should be cognizant of the many different ways in which pay information can be communicated. A call is made to reconsider the use of traditionally binary terminology (secret or not) in favor of more accurate descriptions of the nuanced ways in which organizations communicate pay information.

The value of the pay communication matrix lies in the nine unique forms of pay communication arising from the interaction of two different forms of pay information – distributive (outcomes) and procedural (process).

The objective of this paper is to report results from a Canadian-based study addressing systems-level barriers that restrict the employment of persons with vision loss, specifically in the experience of searching for and maintaining competitive employment. This paper aims to generate knowledge which may inform strategies and advocacy efforts to enhance opportunities for, and experiences of, paid employment for persons with vision loss.

This constructivist, grounded theory study used in-depth, semi-structured interviews with seven participants with restricted vision (those who are legally blind) to frame data collection and analyses.

Three interconnected themes emerged: facing and negotiating barriers, the cyclical process of seeking and keeping employment and settling for second best. Participants described barriers to employment that have been described in previous literature that not only continue to exist, but that act to potentiate one another, resulting in settling for competitive employment experiences that are second best. This represents a type of social injustice that has been previously described as ‘occupational injustice’. We explain this concept and link it to participants’ experiences.

This was a small, geographically bounded study. Nonetheless, the findings resonate with previous research and further our understanding regarding how barriers are experienced.

Knowledge gained furthers the understanding of how systemic obstacles restrict and bound the participation of persons with vision loss in the labour market.

While the barriers to employment for persons with low vision have been previously well described, this paper demonstrates how these barriers interact and act synergistically with one another, thereby reinforcing the need to focus on shortcomings at the service, system and policy level, in addition to individual rehabilitation.

Employment has been identified as a significant goal for many homeless persons with mental illness. However, treatment plans for this population typically focus on housing and mental health needs, and neglect to assess individuals’ desires and abilities to achieve and maintain paid employment. This chapter describes the work experiences of the Chicago cohort of the Access to Community Care and Effective Services and Supports (ACCESS) project.

The purpose of this chapter is to situate how the digitalized research environment is changing the roles of researchers and participants, and how these changes lead to more complex and less discrete ethics challenges. Incorporating contemporary examples from the social sciences, we outline the core challenges of the changing research landscape that embrace both research actors (researcher, participant, and research users) and data issues. The ethical implications related to research actors’ roles are discussed by considering how data is accessed, how people can now participate in research, and issues related to accessing participants. Digital data and associated ethical issues are explored through examining authorship and ownership, how digital data is produced, and how research transparency can be achieved. Following on from this consideration of research actors and data issues, we suggest which challenges have been re-contextualized by the digital environment, and which are novel to the digital research context, outlining six practical yet reflective questions for researchers to ask as a way to navigate ethics in the digital research territory.