Intra-firm differentiation of compensation systems: Evidence from US high-technology firms

Yoshio Yanadori*, Sung Choon Kang

*この研究の対応する著者

研究成果: Article査読

13 被引用数 (Scopus)

抄録

While scholars have long recognised the influence of firm decisions on aspects of compensation (e.g. pay level and pay mix), prior compensation studies offer an ambiguous understanding regarding their scope. Some studies argue that firms customise compensation decisions according to employee groups, whereas others assume that firm compensation decisions apply uniformly throughout a firm. To address this research gap, the current study analyses pay levels and pay mixes for R&D employees and administrative employees in US high-technology firms. Our empirical analyses show that firms make distinct compensation decisions for these two job families, but these decisions are ultimately consistent. These findings highlight firms' intention to strike a balance between customising compensation systems according to employee groups and maintaining internal consistency. Our findings add interesting insights to the strategic HRM and talent management literatures, which claim that firms should differentiate among employees when designing HRM systems.

本文言語English
ページ(範囲)236-257
ページ数22
ジャーナルHuman Resource Management Journal
21
3
DOI
出版ステータスPublished - 2011 7
外部発表はい

ASJC Scopus subject areas

  • 組織的行動および人的資源管理

フィンガープリント

「Intra-firm differentiation of compensation systems: Evidence from US high-technology firms」の研究トピックを掘り下げます。これらがまとまってユニークなフィンガープリントを構成します。

引用スタイル