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Ethnocentrism and Internal Compensation Structuring: An Experimental Examination of Point Factor Job Evaluation

Listed author(s):
  • Martin, Daniel
  • Wiley, Donna
  • Legree, Peter
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    “Comparable Worth” represents the concept that men, women, minorities, and whites should receive equal pay for work of equal value from their employer. Much research and many articles have been written in regards to overall pay inequities between men and women; however information regarding internal compensation strategies and perceived labor pools (percentage of minority applicants) has not been explored in depth. A total of 381 individuals participated in an experimental study that manipulated perceived labor market composition in order to establish the relative impact of ethnocentrism on the evaluation of compensable factors and salary. Results strongly supported the authors’ hypotheses, indicating that (a) significant discriminatory weighing of compensable factors by the perceived ethnicity and gender of labor pools occurs, (b) individual participant demographics (ethnicity and gender) contribute significantly to discrimination between perceived labor pools, and (c) participant individual differences significantly contribute to discriminatory weighting. Implications and directions for future research are considered.

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    Paper provided by University Library of Munich, Germany in its series MPRA Paper with number 28683.

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    Date of creation: 09 Aug 2006
    Handle: RePEc:pra:mprapa:28683
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    1. Alan Manning & Helen Robinson, 2004. "Something in the way she moves: a fresh look at an old gap," Oxford Economic Papers, Oxford University Press, vol. 56(2), pages 169-188, April.
    2. E. Jane Arnault & Louis Gordon & Douglas H. Joines & G. Michael Phillips, 2001. "An Experimental Study of Job Evaluation and Comparable Worth," ILR Review, Cornell University, ILR School, vol. 54(4), pages 806-815, July.
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