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Introduction This was the first comprehensive survey and analysis of UK university professorial and senior staff salaries. The survey was conducted by the AUT in response to membership demand for information on their salaries and in order to assess the support among professors and senior staff for a salary scale. The analysis of the results was carried out by the Polytechnic of North London (PNL) Social Research Unit.

The annual rate of growth of the average salaries of faculty at universities and colleges has fluctuated considerably from year to year. Analyses annual academic year data on salaries from 1971‐72 to 1991‐92. Results are presented for continuing faculty (faculty on staff in both the reporting year and previous year), and for total faculty, in both cases disaggregated by rank. Two macroeconomic variables, the expected rate of inflation and whether or not the economy is in recession, provide a good explanation of how large the percentage increase in salaries will be for the forthcoming academic year, and in conjunction with the actual rate of inflation, the behaviour of real salaries of academics. The estimates provide a gloomy outlook for real academic salaries.

Although tax relief on pensions is a controversial area of government expenditure, this is the first study of the tax effects for a real-world defined benefit pension scheme. First, we estimate the tax and national insurance contribution (NIC) effects of the scheme's change from final salary to career average revalued earnings (CARE) in 2011 on the gross and net wealth of the sponsor, government, and 16 age cohorts of members, deferred pensioners, and pensioners. Second, we measure the size of the twelve income tax and NIC payments and reliefs for new members and the sponsor, before and after the rule changes. We find the total subsidy split is roughly 40% income tax subsidy and 60% NIC subsidy. If lower tax rates in retirement and the risk premium effect of the exempt-exempt-taxed (EET) system are not viewed as a tax subsidy, the tax subsidy to members largely disappears. Any remaining subsidy drops, as a proportion of pension benefits, for high earners, as does that for NICs.

Using a unique data set from the National Association of Colleges and Employers (NACE), we estimate the gender starting-salary gap for college graduates from 2000 to 2010. Simulation techniques are used to estimate how the salary gap would change if women had selected the same majors or job types as men. We find that about 90% of the starting-salary gap is explainable by gender differences in majors and types of job offers – a higher percentage than found in most other studies. Duncan indexes of dissimilarity also indicate that the gender distributions of job offers by college major and type of first jobs have not become more similar over the past 10 years. Although differences in college major and types of first jobs explain most of the gender gap in starting salaries of college graduates, small but unexplained gender pay differences reveal themselves in the NACE statistics.

The objective of this study is to examine the impact that changes in minimum wage and the main income transfer programmes have had on the economic participation of the population and the informal sector in Argentina. The magnitude and importance that both policies have had in the Argentine case makes it possible carry out an in-depth analysis of these topics. In effect, minimum wage was periodically modified between 2002 and 2014 to be among the highest in the Latin American region while the mentioned income transfer programme – called the Universal Child Allowance – has benefited some 40 per cent of children residing in the country since its implementation.

The obtained evidence suggests that modifications to minimum wage did not produce adverse effects on employment or have a substantial impact on the probabilities of entering the informal sector. Regarding the income transfers, it was possible to confirm that it did not encourage adults in beneficiary households to become economically inactive.

Compensation refers to “all forms of financial returns and tangible services and benefits employees receive as part of an employment relationship” (Milkovich & Newman, 1999, p. 6). A more specific definition is provided by Edwin B. Flippo, who has defined compensation as “the adequate and equitable remuneration of personnel for their contribution to organization objectives.” He identifies its three components as: basic wage or salary (to attract qualified candidates); variable compensation (to motivate job performance); and supplementary fringe benefits (to retain talented staff) (Flippo, 1984, p. 281). Table 6.1 identifies the functions of these three components of compensation.

This research aims to study the effects of information (on salary, salary reductions and the pandemic's impact on the organization) on the salary satisfaction of workers whose salary had been cut during the coronavirus disease 2019 (COVID-19) pandemic, analyzing the mediating role of salary equity in this relationship.

Information was acquired with a structured questionnaire sent by email in May 2021 from 251 employees in Spain during the “third wave” of COVID-19. The model was estimated using the weighted least squares mean and variance adjusted (WLSMV).

Results collected reveal that workers' perceptions of equity fully mediated the relationship between salary information, information on salary cuts and salary satisfaction.

Learning more about the effects of information on salary satisfaction can contribute to communication policies that reduce the negative impact of sensitive salary decisions, practical implications for employees, organizations and policymakers.

This study examines the central role of organizational information as a mechanism for managing problems arising from the pandemic-induced unfavorable working conditions. This study analyzes how this information affects workers' attitudes, highlighting the role of equity as a mediator in this process.

Esta investigación pretende estudiar los efectos de la información (sobre el salario, las reducciones salariales y el impacto de la pandemia en la organización) en la satisfacción salarial de los trabajadores que sufrieron reducciones salariales durante la pandemia de COVID-19, analizando el papel mediador de la equidad salarial en esta relación.

La información se obtuvo mediante un cuestionario estructurado enviado por correo electrónico en mayo de 2021 a 251 empleados en Espa durante la “tercera ola” de COVID-19. El modelo se estimó utilizando la media ponderada de mínimos cuadrados, y varianza ajustada (WLSMV).

Los resultados recogidos revelan que la percepción de equidad de los trabajadores media totalmente la relación entre la información salarial y la información de recortes salariales sobre la satisfacción salarial.

Aprender más sobre los efectos de la información en la satisfacción salarial puede contribuir a políticas de comunicación que reduzcan el impacto negativo de decisiones salariales delicadas, implicaciones prácticas para empleados, organizaciones y responsables políticos.

Este estudio examina el papel central de la información organizativa como mecanismo de gestión de los problemas derivados de las condiciones laborales desfavorables inducidas por la pandemia. Analiza cómo esta información afecta a las actitudes de los trabajadores, destacando el papel de la equidad como mediador en este proceso.

Compensation influences applicants' perceptions of a position's attractiveness, but there has been limited analysis of how different compensation systems might reflect organizational cultures and influence organizational attractiveness. This article seeks to explore these issues.

An experiment was conducted in which 288 undergraduates reacted to scenarios describing a company that distributed salaries and benefits based on either merit or on seniority. Individual differences were also measured and analyzed. Analysis of variance and moderated regression were used to test the hypotheses.

Relative to seniority‐based compensation systems, the cultures of organizations relying on merit were perceived to be more aggressive, reward‐oriented, and less decisive. Unexpectedly, the psychological contracts of organizations using merit systems were generally perceived to be more relational and less transactional than those using seniority‐based systems. Individual differences were not related to attraction to the organization regardless of its compensation systems. Finally, individuals were least attracted to organizations that distributed both salaries and benefits based on seniority relative to those using a mixed compensation distribution system or one based entirely on merit.

The sample was composed of undergraduates who responded to a hypothetical job scenario. The scenario only included information about how salary and benefits are allocated. Future research should use more experienced samples that are considering actual positions.

Findings indicate how information about compensation systems might be used in job descriptions to encourage applicants.

This study was the first to find that merit/seniority‐based compensation systems for determining salary and benefits reflect different organizational cultures to job applicants and influence job applicants' attraction to organizations.

The purpose of this paper is to consider how the level and structure of teacher salaries affect student outcomes and the possibility of improving student achievement in the USA.

The analysis integrates an underlying economic model of the role of salaries in the teacher labor market with existing empirical results.

Much of the current policy discussion about teacher salaries is very unclear about how student outcomes will be affected by changing policies. The US is at a “bad equilibrium” where it cannot increase salaries for effective teachers without increasing salaries for ineffective teachers and thus it is stuck with a teaching corps that is harming both students and the future economic performance of the country. Dealing with problems of the productivity of schools must involve altering the structure of the single salary schedule for teachers.

The discussion focusses exclusively on the US schooling system, although there are obvious parallels to systems in other countries.

The paper provides an overarching model of how the structure of salaries for teachers has broad implications of school outcomes.

Improved long-run economic outcomes depend crucially on reforms that involve rewarding the most effective teachers but not the least effective.

The integrated approach to the consideration of teacher salaries provides a way of assessing the discordant policy discussions related to teacher salaries.

This paper aims to develop and test hypotheses on determinants of supply chain managers’ salaries. While women make up about half the workforce, there is evidence in the trade press that they receive far less than half of the compensation. Sex of the manager and size of his or her organization are among the predictors of salary.

The hypotheses are tested using regression analysis of data from a survey of supply chain managers in Canada. This technique enables testing for a gender effect, while controlling for the effects of other factors.

Seven variables are found to be significant predictors of supply chain manager salaries. Smaller companies pay lower salaries. Small business supply chain/logistics managers working longer hours with a professional designation, more experience, greater budgetary responsibility and greater share of compensation coming as a bonus earn higher salaries. Finally, male small business supply chain managers earn more than their female counterparts.

The piece includes a discussion of limitations and future research opportunities into the gender salary gap.

There are implications for small businesses wanting to hire supply chain managers, and for female (and male) managers looking for work.

This paper presents evidence of possible gender discrimination against half the population. The potential social implications are tremendous.

This is a unique piece of research in testing theory-driven hypotheses about supply chain salaries, especially by including gender and organizational size as predictors.