Compensation Equity: Who, What, When, Where, Why, and How

Sady, Kayo; Aamodt, Micheal G.; Cohen, David K.

doi:10.1007/978-3-319-11143-8_10

Cited by 9 publications

(3 citation statements)

References 8 publications

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“…Compensation plays a significant role in shaping employee perceptions of fairness and value within their work roles (Sady et al, 2015). Research suggests that job satisfaction acts as a mediator in the relationship between both compensation (Ibrahim & Boerhaneoddin, 2010;Nasution et al, 2019) and career development (Ikasari et al, 2022) on organizational commitment.…”

Section: F Mediating Role Of Job Satisfactionmentioning

confidence: 99%

The Influence of Compensation and Career Development on Employees' Organizational Commitment in Class III UPBU Offices in the Merauke Region

Iswahyuni Rina Astuti,

Nurmala Pangaribuan,

Elly Noer

2024

economit

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This quantitative research with a causality analysis approach investigates the effects of compensation, career development, and job satisfaction on organizational commitment. A sample of 148 Class III UPBU office employees in the Merauke region participated. Data was collected through questionnaires on a 5-point Likert scale and analyzed using path analysis. The results showed that compensation positively affects job satisfaction but not directly impact organizational commitment. Career development was also found to have a positive effect on both job satisfaction and organizational commitment. Finally, job satisfaction was positively linked to organizational commitment and mediated the relationship between compensation/career development and organizational commitment.

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Section: F Mediating Role Of Job Satisfactionmentioning

confidence: 99%

The Influence of Compensation and Career Development on Employees' Organizational Commitment in Class III UPBU Offices in the Merauke Region

Iswahyuni Rina Astuti,

Nurmala Pangaribuan,

Elly Noer

2024

economit

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“…At first glance, it would seem that employees in the same job title perform substantially similar work. It is important, however, to note that even employees in the same title may not be similarly situated (Sady et al, 2015). Take for example, two employees sharing the job title of Software Developer II.…”

Section: Job Titlesmentioning

confidence: 99%

What makes jobs too dissimilar to compare in a pay equity analysis?

Aamodt¹,

Haimann²

2022

Ind. Organ. Psychol.

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“…Previous work has been invaluable in summarizing equal pay employment legislation and (a limited amount of) case law (e.g., Coil & Rice, 1993;Eisenberg, 2010;Sady et al, 2015). What is lacking, however, is guidance on how organizations can practically, proactively, and validly (from a statistical and psychometric standpoint) categorize jobs into equal pay bands in line with these legal standards.…”

mentioning

confidence: 99%

Job analysis and job classification for addressing pay inequality in organizations: Adjusting our methods within a shifting legal landscape

Strah

Rupp

2022

Ind. Organ. Psychol.

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Pay inequality remains a pervasive problem within the workforce. However, it can be challenging for even well-meaning and responsible organizations to effectively assess which jobs should be considered equivalent and paid the same based on both legal criteria (which have shifted over time and differ across specific statutes and jurisdictions) and scientific evidence (which continues to amass). This paper intends to initiate a solution-focused discussion on how organizations can proactively categorize jobs so that pay decisions that are made about men and women are both legally defensible and fair. We propose that integrating the job analysis/job classification literature and the pay discrimination literature (e.g., legal opinions given by courts) will inform this discussion. We first review federal and state legislation and court opinions that have set legal standards for identifying pay discrimination. We then review the relevance of job analysis/job classification for systematically defining and categorizing jobs, highlighting the legal issues that should be but (to the best of our knowledge) have not been considered when undertaking such processes. Our intention is for this article to spark dialogue among researchers and practitioners regarding the identification of methods with which organizations can strive to meet equal pay standards and goals, applying both legal and scientific perspectives.

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Compensation Equity: Who, What, When, Where, Why, and How

Cited by 9 publications

References 8 publications

The Influence of Compensation and Career Development on Employees' Organizational Commitment in Class III UPBU Offices in the Merauke Region

The Influence of Compensation and Career Development on Employees' Organizational Commitment in Class III UPBU Offices in the Merauke Region

What makes jobs too dissimilar to compare in a pay equity analysis?

Job analysis and job classification for addressing pay inequality in organizations: Adjusting our methods within a shifting legal landscape

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