HEC Paris, Jouy-en-Josas, France.
University of Utah, Salt Lake City, UT, USA.
Nat Hum Behav. 2022 May;6(5):646-655. doi: 10.1038/s41562-022-01288-9. Epub 2022 Feb 10.
Recent decades have witnessed a growing focus on two distinct income patterns: persistent pay inequity, particularly a gender pay gap, and growing pay inequality. Pay transparency is widely advanced as a remedy for both. Yet we know little about the systemic influence of this policy on the evolution of pay practices within organizations. To address this void, we assemble a dataset combining detailed performance, demographic and salary data for approximately 100,000 US academics between 1997 and 2017. We then exploit staggered shocks to wage transparency to explore how this change reshapes pay practices. We find evidence that pay transparency causes significant increases in both the equity and equality of pay, and significant and sizeable reductions in the link between pay and individually measured performance.
近几十年来，人们越来越关注两种截然不同的收入模式：持续存在的薪酬不公平，特别是性别薪酬差距，以及薪酬差距不断扩大。薪酬透明度被广泛认为是解决这两个问题的方法。然而，我们对这一政策对组织内部薪酬实践演变的系统影响知之甚少。为了填补这一空白，我们收集了一个数据集，其中包含了 1997 年至 2017 年间大约 10 万名美国学者的详细绩效、人口统计和工资数据。然后，我们利用工资透明度的交错冲击来探讨这种变化如何重塑薪酬实践。我们有证据表明，薪酬透明度会显著提高薪酬的公平性和均等性，并显著降低薪酬与个人绩效衡量之间的关联。
