Employment Demographics and Attitudes That Predict Preferences for Alternative Pay Increase Policies

Authors

Daniel J. Koys, Marquette University
Timothy Keaveny, Marquette UniversityFollow
Robert E. Allen, University of WyomingFollow

Document Type

Article

Language

eng

Format of Original

21 p.

Publication Date

9-1989

Publisher

Springer

Source Publication

Journal of Business and Psychology

Source ISSN

0889-3268

Abstract

A survey of 942 university staff employees shows that performance and cost of living are preferred over seniority as criteria upon which to base pay increases. Multiple regression analysis reveals that preferences for performance-based pay increases are most strongly related to perceptions that merit pay does not decrease co-worker cooperation, perceptions that performance differences exist among co-workers, employment in white collar jobs, and never having belonged to a union. Preferences for seniority-based and cost of living-based pay increases are most strongly related to the perceived need for a union, perceptions that merit pay reduces cooperation, education level, and gender. In addition, preferences for seniority-based pay increases are related to years of service.

Comments

Journal of Business and Psychology, Vol. 4, No. 1 (September 1989): 27-47. DOI.

Recommended Citation

Koys, Daniel J.; Keaveny, Timothy; and Allen, Robert E., "Employment Demographics and Attitudes That Predict Preferences for Alternative Pay Increase Policies" (1989). Management Faculty Research and Publications. 204.
https://epublications.marquette.edu/mgmt_fac/204