Pay inequity effects on back-office employees' job performances: the case of a large insurance firm

DOI10.1007/S10100-015-0381-ZMaRDI QIDQ301898zbMATH OpenOpenAlexFDO

Authors Yingchao Zhang, Oliver Fabel, Christian Thomann

Publication date 4 July 2016

Published in CEJOR. Central European Journal of Operations Research (Search for Journal in Brave)

Full work available at URL https://doi.org/10.1007/s10100-015-0381-z

zbMATH Keywords

individual performancepay componentspay inequity

Mathematics Subject Classification ID

Economic models of real-world systems (e.g., electricity markets, etc.) (91B74) Production theory, theory of the firm (91B38)

Recommendations

• Relative income concerns, dismissal, and the use of pay-for-performance
• The morale effects of pay inequality
• Performance pay, trade and inequality
• Incentives under equal-pay constraint and subjective peer evaluation
• Pay equity: The role and limitations of statistical analysis

Cites work

• A Theory of Fairness, Competition, and Cooperation
• A theory of reciprocity
• A theory of sequential reciprocity
• Aversion to norm-breaking: A model
• Fairness and Contract Design
• Fairness and desert in tournaments
• Individual fairness in Harsanyi's utilitarianism: operationalizing all-inclusive utility
• On the economics of GPRS networks with Wi-Fi integration
• Tit for tat: foundations of preferences for reciprocity in strategic settings
• Understanding Social Preferences with Simple Tests

Cited in

(4)

• Collaborative decision systems in economics and in complex societal and environmental applications
• The measurement of human capital as an alternative method of job evaluation for purposes of remuneration
• The morale effects of pay inequality
• Equilibrium effects of pay transparency

This page was built for publication: Pay inequity effects on back-office employees' job performances: the case of a large insurance firm

Report a bug (only for logged in users!)Click here to report a bug for this page (MaRDI item Q301898)