Showing papers by "Sara L. Rynes published in 1989"

Recruitment, Job Choice, and Post-Hire Consequences: A Call For New Research Directions

Abstract: Excerpt] "Technology in employee selection is more highly developed than in recruiting or placement; therefore, the major emphasis is on selection Recruiting or placement are not less important processes; to the contrary, they probably are more vital and more profitable to the organization. An organization's success in recruiting defines the applicant population with which it will work; selection is more pleasant, if not easier, when any restriction of range or skewness of distribution is attributable to an overabundance of well-qualified applicants... Unfortunately,the contributions and confusions of the literature, the central social pressures, and the facts of contemporary practice conspire to place the emphasis on selection" (pp. 777779)

Effects of market survey rates, job evaluation, and job gender on job pay

Abstract: The present study investigates the effects of current pay, market surveys, job evaluation points, job gender, and rater sex on pay rates for jobs. 406 compensation administrators assigned new pay rates to nine jobs in one of two matched job sets: either all predominantly female, or all predominantly male. The two sets were matched on all quantitative data (current rate, market rate, and job evaluation points), but varied in terms of job titles and descriptions. Multiple analyses of variance and regression analyses were performed to determine whether job gender had a significant effect on assigned pay rates, holding other factors constant. Regardless of the analysis employed, no evidence of gender bias was found. Limitations and suggestions for future research are offered.

Determinants and Consequences of Salary Negotiations by Graduating Male and Female MBAs

Abstract: Although it has been suggested that women negotiate over salaries less frequently than men, there is little empirical evidence on this point. Moreover, outside of laboratory settings, there are no investigations of whether, or to what extent, such negotiations actually payoff in higher salary outcomes for either men or women. Using a power and dependence theoretical framework, the present research investigated the salary negotiating behaviors and starting salary outcomes of 205 graduating MBA students. Results did not support the notion that women negotiate less than men. However, women did obtain lower monetary returns to negotiation (4.3% starting salary increment for men versus 2.7% for women). Over the course of a career, the accumulation of such differences may be substantial. Implications and suggestions for future research are discussed.