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Special Issue in German Journal of Human Resource Management "Pay Disclosure: Implications for HRM"

  • 1.  Special Issue in German Journal of Human Resource Management "Pay Disclosure: Implications for HRM"

    Posted 06-28-2023 08:49

    Special Issue in German Journal of Human Resource Management: Pay Disclosure: Implications for HRM

    Submission deadline: September 30, 2023
    Publication date: Issue 1/2025 (accepted manuscripts available online first)

    Guest editors
    David G. Allen is the Luther A. Henderson University Chair in Management and Leadership at TCU (U.S.) and Distinguished Research Environment Professor at the University of Warwick (UK). david.allen@tcu.edu
    Julia Brandl is Professor of HRM and Employment Relations at the University of Innsbruck, Austria. Julia.brandl@uibk.ac.at
    Christian Grund is Professor of HRM and Personnel Economics at RWTH Aachen University. christian.grund@rwth-aachen.de
    Anna Sender is a Senior Researcher and Lecturer in Strategic HRM at the University of Lucerne and Lucerne University of Applied Sciences and Arts, Switzerland. anna.sender@unilu.ch

    Due to pressures from different stakeholders aimed at alleviating societal inequities related to pay and income, organizations are increasingly being confronted with the need to open up about pay. For example, New York City recently became the largest U.S. city to require private employers to disclose salary ranges in job ads, the Austrian government's "transparency act" mandates all employers to state the minimum salaries and overpayment options in job ads, and employees in Germany have the right to request information on the average salaries of coworkers in the same job category. However, recent literature has demonstrated that the consequences/outcomes of pay transparency are complex and not universally positive, and asked for much more research on this topic (Arnold and Fulmer, 2018; Bamberger, 2021; Brown et al., 2022; Card et al., 2012; Lam et al., 2022; Marasi and Bennett, 2016).
    In this Special Issue we aim to expand existing research by focusing attention on contributions addressing the implications of pay information disclosure for human resource management. We seek to stimulate the field of HRM to develop knowledge on managing pay information disclosure that is both rigorous and relevant. We welcome contributions from different fields and perspectives on HRM and related disciplines, and invite empirical as well as conceptual/theoretical papers.

    Contributions could address the following or similar questions-but are not limited to these:
    •
    When are organizations more likely to disclose which kind of pay information?
    •
    What is the role of different actors-employees, HR professionals, and line managers-in pay disclosure processes?
    •
    What are the outcomes of pay disclosure for employees and organizations (e.g. regarding satisfaction, pay dispersion, performance)?
    •
    When are positive or negative outcomes of pay disclosure on the employee, team, and organizational level more likely?
    •
    How are changes in pay disclosure managed by HR professionals or managers, and how do employees respond to pay disclosure in the short and/or long-term?

    Submission

    To be considered for publication in the Special Issue, full manuscripts (max. 8000 words excluding references, tables, and figures) must be submitted by September 30th, 2023. The papers will undergo a double-blind review process. The manuscripts should be written in English and submitted through https://mc.manuscriptcentral.com/ghrm. Prospective authors are welcome to consult with the guest editors in advance.

    References

    Arnold A, Fulmer IS (2018) Pay transparency. In: Perkins SJ (ed.) The Routledge Companion to Reward Management. London: Routledge, pp.87–96.
    Bamberger PA (2021) Pay transparency. In: Oxford Research Encyclopedia of Business and Management. Available at: Crossref (accessed 16 December 2022).
    Brown M, Nyberg AJ, Weller I, et al. (2022) Pay information disclosure: Review and recommendations for research spanning the pay secrecy–pay transparency continuum. Journal of Management 48(6): 1661–1694.
    Card D, Mas A, Moretti E, et al. (2012) Inequality at work: The effect of peer salaries on job satisfaction. American Economic Review 102(6): 2981–3003.
    Lam L, Cheng BH, Bamberger PA, et al. (2022) The unintended consequences of pay transparency. Harvard Business Review, 12 August, 8.
    Marasi S, Bennett RJ (2016) Pay communication: Where do we go from here? Human Resource Management Review 26(1): 50–58.

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    Anna Sender

    anna.sender@unilu.ch

    University of Lucerne

    Switzerland

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