Pub Date : 2020-04-01DOI: 10.1177/0886368719883170
M. L. Bryant
The construct of dual-income families is a complex one. There is no simple cause. There is no simple outcome. Therefore, I wrote this to share my story. Statistics are important but they can be dry, manipulated, or confusing. Stories are also important and they share the richer, more robust side of an issue. We need both. I offer my story; with my story, I will share five lessons I’ve learned in my two dual-income lives. I also offer some generic take-aways for employers, society and women.
{"title":"Bringing Home the Bacon, Times Two: A Look at Dual-Income Families","authors":"M. L. Bryant","doi":"10.1177/0886368719883170","DOIUrl":"https://doi.org/10.1177/0886368719883170","url":null,"abstract":"The construct of dual-income families is a complex one. There is no simple cause. There is no simple outcome. Therefore, I wrote this to share my story. Statistics are important but they can be dry, manipulated, or confusing. Stories are also important and they share the richer, more robust side of an issue. We need both. I offer my story; with my story, I will share five lessons I’ve learned in my two dual-income lives. I also offer some generic take-aways for employers, society and women.","PeriodicalId":79838,"journal":{"name":"Compensation and benefits review","volume":"71 1","pages":"34 - 38"},"PeriodicalIF":0.0,"publicationDate":"2020-04-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"85166727","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-03-26DOI: 10.1177/0886368720906236
W. Martin
Dual-income couples are increasing in all types of workplaces across the globe. Assumptions about the family structure of the typical employee must be challenged. Responsive compensation and benefits practitioners are advised to conduct a demographic and psychographic analysis of their workforce by applying design thinking to identify the unique needs of dual-income couples. This tailoring of total rewards necessitates that the organizational structure of human resource management departments also be challenged to better facilitate working across the silos within human resources management. A review of the extant literature is presented along with a typology of dual-income couples to inform compensation and benefits practitioners about novel and responsive ways to not simply meet but also exceed the expectations of this growing demographic group in organizations.
{"title":"One Size Fits All: Do Dual-Income Couples and Families Require Different Benefits?","authors":"W. Martin","doi":"10.1177/0886368720906236","DOIUrl":"https://doi.org/10.1177/0886368720906236","url":null,"abstract":"Dual-income couples are increasing in all types of workplaces across the globe. Assumptions about the family structure of the typical employee must be challenged. Responsive compensation and benefits practitioners are advised to conduct a demographic and psychographic analysis of their workforce by applying design thinking to identify the unique needs of dual-income couples. This tailoring of total rewards necessitates that the organizational structure of human resource management departments also be challenged to better facilitate working across the silos within human resources management. A review of the extant literature is presented along with a typology of dual-income couples to inform compensation and benefits practitioners about novel and responsive ways to not simply meet but also exceed the expectations of this growing demographic group in organizations.","PeriodicalId":79838,"journal":{"name":"Compensation and benefits review","volume":"52 1","pages":"53 - 63"},"PeriodicalIF":0.0,"publicationDate":"2020-03-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"87700391","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-03-26DOI: 10.1177/0886368720912604
Allan Schweyer, Ashley V. Whillans, P. Bryant
{"title":"Time Versus Money and the American Dream","authors":"Allan Schweyer, Ashley V. Whillans, P. Bryant","doi":"10.1177/0886368720912604","DOIUrl":"https://doi.org/10.1177/0886368720912604","url":null,"abstract":"","PeriodicalId":79838,"journal":{"name":"Compensation and benefits review","volume":"25 1","pages":"31 - 33"},"PeriodicalIF":0.0,"publicationDate":"2020-03-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"74748125","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-03-20DOI: 10.1177/0886368720905696
B. Kassa
This article presents a simple mathematical model for salary structure design that enhances clarity and allows for reasonable trade-off between internal equity and external market competitiveness considerations in salary structure design. Practical use of the model is illustrated with an actual application in one organization.
{"title":"A Decision Support Model for Salary Structure Design","authors":"B. Kassa","doi":"10.1177/0886368720905696","DOIUrl":"https://doi.org/10.1177/0886368720905696","url":null,"abstract":"This article presents a simple mathematical model for salary structure design that enhances clarity and allows for reasonable trade-off between internal equity and external market competitiveness considerations in salary structure design. Practical use of the model is illustrated with an actual application in one organization.","PeriodicalId":79838,"journal":{"name":"Compensation and benefits review","volume":"12 1","pages":"109 - 120"},"PeriodicalIF":0.0,"publicationDate":"2020-03-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://sci-hub-pdf.com/10.1177/0886368720905696","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"72515010","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-03-19DOI: 10.1177/0886368720910041
Allan Schweyer
Marcus Buckingham’s great passion and strength lies in reminding us that we all possess a uniqueness—a set of strengths and abilities that no one else has ever possessed or will ever quite match. Here, Buckingham and his coauthor, Ashley Goodall, demolish what has become standard operating procedure in most organizations, including cascading goals, 360° feedback, programs for high-potential employees, emphasis on work–life balance and so on. Behind their logical, common sense arguments, the authors reference volumes of research and data collected over decades. In their book, Nine Lies about Work, Buckingham and Goodall implore you not to fall for the following nine lies about the workplace. Instead, do things that work to promote engagement, retention, innovation and better performance.
马库斯·白金汉的伟大激情和力量在于提醒我们，我们都拥有一种独特性——一种其他人从未拥有或永远无法匹敌的力量和能力。在这本书中，白金汉和他的合著者阿什利·古道尔(Ashley Goodall)推翻了大多数组织中已经成为标准的操作程序，包括级联目标、360度反馈、针对高潜力员工的计划、强调工作与生活的平衡等等。在他们合乎逻辑的、常识性的论点背后，作者参考了几十年来收集的大量研究和数据。在《关于工作的九个谎言》(Nine Lies about Work)一书中，白金汉和古道尔恳请你不要轻信以下关于工作场所的九个谎言。相反，你应该做一些能够促进用户粘性、留存率、创新和更好表现的事情。
{"title":"Book Review: Nine Lies about Work, By Buckingham, M., & Goodall, A.","authors":"Allan Schweyer","doi":"10.1177/0886368720910041","DOIUrl":"https://doi.org/10.1177/0886368720910041","url":null,"abstract":"Marcus Buckingham’s great passion and strength lies in reminding us that we all possess a uniqueness—a set of strengths and abilities that no one else has ever possessed or will ever quite match. Here, Buckingham and his coauthor, Ashley Goodall, demolish what has become standard operating procedure in most organizations, including cascading goals, 360° feedback, programs for high-potential employees, emphasis on work–life balance and so on. Behind their logical, common sense arguments, the authors reference volumes of research and data collected over decades. In their book, Nine Lies about Work, Buckingham and Goodall implore you not to fall for the following nine lies about the workplace. Instead, do things that work to promote engagement, retention, innovation and better performance.","PeriodicalId":79838,"journal":{"name":"Compensation and benefits review","volume":"9 1","pages":"193 - 196"},"PeriodicalIF":0.0,"publicationDate":"2020-03-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"79568817","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-03-13DOI: 10.1177/0886368720908959
M. Lynn
Analyses of state differences in minimum wages and tip percentages found that (1) states with higher regular minimum wages have lower average tip percentages in coffee shops and higher average tip percentages in restaurants (after controlling for tipped minimum wages and cost-of-living) and (2) states with higher tipped minimum wages have lower average tip percentages in restaurants and higher average tip percentages in coffee shops (after controlling for regular minimum wages and cost of living). Although the data are only correlational and do not prove causality, these findings support the idea that paying tipped workers higher wages decreases the tip percentages those workers receive. Discussion centers on the potential processes underlying such an effect, its implications for minimum wage policy and directions for future research.
{"title":"The Effects of Minimum Wages on Tipping: A State-Level Analysis","authors":"M. Lynn","doi":"10.1177/0886368720908959","DOIUrl":"https://doi.org/10.1177/0886368720908959","url":null,"abstract":"Analyses of state differences in minimum wages and tip percentages found that (1) states with higher regular minimum wages have lower average tip percentages in coffee shops and higher average tip percentages in restaurants (after controlling for tipped minimum wages and cost-of-living) and (2) states with higher tipped minimum wages have lower average tip percentages in restaurants and higher average tip percentages in coffee shops (after controlling for regular minimum wages and cost of living). Although the data are only correlational and do not prove causality, these findings support the idea that paying tipped workers higher wages decreases the tip percentages those workers receive. Discussion centers on the potential processes underlying such an effect, its implications for minimum wage policy and directions for future research.","PeriodicalId":79838,"journal":{"name":"Compensation and benefits review","volume":"142 1","pages":"108 - 98"},"PeriodicalIF":0.0,"publicationDate":"2020-03-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"88967310","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2020-02-12DOI: 10.1177/0886368720905693
D. Scott, C. Antoni, Jacek Grodzicki, E. Morales, J. Peláez
Countries differ with regard to culture, employment laws and employment traditions and practices, all of which suggest that employees may have different perceptions of the degree to which their company is transparent about pay as well as their own preferences for pay transparency. This study examines, from an employee perspective, how pay transparency and pay transparency preferences differ across multiple countries in Central America, North America and Europe. Pay communications, pay transparency and pay transparency preferences differed among respondents of the countries studied. However, Hofstede’s culture l country measures, uncertainty avoidance, lower levels of individualism and lower levels of power distance were not associated with preferences for pay transparency as might be expected from the literature. Although pay transparency preferences are not related to employee perceptions regarding employer pay communications, pay transparency preferences are related to pay transparency.
{"title":"Global Pay Transparency: An Employee Perspective","authors":"D. Scott, C. Antoni, Jacek Grodzicki, E. Morales, J. Peláez","doi":"10.1177/0886368720905693","DOIUrl":"https://doi.org/10.1177/0886368720905693","url":null,"abstract":"Countries differ with regard to culture, employment laws and employment traditions and practices, all of which suggest that employees may have different perceptions of the degree to which their company is transparent about pay as well as their own preferences for pay transparency. This study examines, from an employee perspective, how pay transparency and pay transparency preferences differ across multiple countries in Central America, North America and Europe. Pay communications, pay transparency and pay transparency preferences differed among respondents of the countries studied. However, Hofstede’s culture l country measures, uncertainty avoidance, lower levels of individualism and lower levels of power distance were not associated with preferences for pay transparency as might be expected from the literature. Although pay transparency preferences are not related to employee perceptions regarding employer pay communications, pay transparency preferences are related to pay transparency.","PeriodicalId":79838,"journal":{"name":"Compensation and benefits review","volume":"74 1","pages":"85 - 97"},"PeriodicalIF":0.0,"publicationDate":"2020-02-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"90601511","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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