Authors:Robert J. Greene Pages: 196 - 200 Abstract: Compensation & Benefits Review, Volume 50, Issue 4, Page 196-200, September 2018. Ensuring compensation policies and programs are viewed by employees as equitable, competitive and appropriate enables an organization to make their value proposition attractive to the talent it needs to succeed. There is significant controversy today related to the wage and wealth gap, and wage inequality is widely viewed as unfair and unwarranted. Each compensation strategist must reconcile business needs with the needs of the workforce, and altering the manner in which available resources are allocated can work toward that reconciliation. Alternative approaches for doing so are presented. Citation: Compensation & Benefits Review PubDate: 2019-06-18T08:59:28Z DOI: 10.1177/0886368719852200
Authors:Thomas P. Flannery, Thomas D. McMullen Pages: 201 - 202 Abstract: Compensation & Benefits Review, Volume 50, Issue 4, Page 201-202, September 2018. Pay equity is one of the most increasingly complex, sensitive and visible people issues facing organizations today. Understanding how to diagnose, quantify and address pay gaps, as defined by equal pay for equal work, has never been more important or more challenging. Today’s business, regulatory, political, and social climates are combining to place unprecedented levels of scrutiny on what organizations are doing—or not doing—to ensure they are fostering an inclusive environment in which all employees have equal opportunity to thrive and develop. Citation: Compensation & Benefits Review PubDate: 2019-06-18T08:59:28Z DOI: 10.1177/0886368719851371
Authors:Pooja Patnaik, Damodar Suar Abstract: Compensation & Benefits Review, Ahead of Print. The article conducts a publication analysis of articles on compensation management from 2004 to 2017. After reviewing 9,823 articles, 1,218 articles were identified and placed under 10 topics. Following the product life cycle model, 10 topics were fitted to different patterns. A cubic pattern is found on topics of benefits, compensating special groups, employee contributions, environmental factors, workforce diversity, international compensation and organizational justice. A quadratic pattern is observed on topics of individual factors, strategic compensation and wage administration. The product life cycle analyses reveal that publications on compensation management undergo growth, maturity or decline phases with respect to time. In addition, the publication analyses find that Compensation and Benefits Review is the most preferred outlet for publication of compensation articles. Furthermore, the most referred journals are Industrial and Labor Relations Review and Journal of Human Resources. Of 1,218 articles, 70.85% are multiauthored, 68% apply quantitative approach and 79% are from Euro-American countries. Citation: Compensation & Benefits Review PubDate: 2019-07-15T08:22:52Z DOI: 10.1177/0886368719860673
Authors:Xueqing Fan, Michael Sturman Abstract: Compensation & Benefits Review, Ahead of Print. While there has been extensive historical evidence demonstrating the gender wage gap, gains made by women in terms of higher education may be reducing the gap among those recently entering the workforce. Education is a major determinant of wage, and women are often outpacing men now in terms of educational achievement. Thus, the question remains of whether these gains in education have reduced or even eliminated gender wage inequality. This study examines the gender wage difference among new graduates with the same education level using the most recent data from National Longitudinal Survey of Youth, 1997 cohort. Despite the hope that greater representation of women with higher degrees would reduce or eliminate the gender wage gap for new entrants to the labor market, our results show that newly graduated men with an associate, bachelor’s, or master’s degree still earn significantly higher wages than newly graduated women with a same degree. Thus, in what we argue is a highly conservative test for the presence of the gender wage gap, the evidence strongly suggests that the wage gap is a continued and pervasive problem in the modern workplace. Citation: Compensation & Benefits Review PubDate: 2019-06-19T07:58:44Z DOI: 10.1177/0886368719856268
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