TY - JOUR
T1 - Earnings inequality within organizations
AU - Shin, Taekjin
N1 - Funding Information:
This research was made possible with support from the Institute for Labor and Employment at the University of California. An earlier version of this paper was presented at the 2007 annual meetings of the American Sociological Association in New York. I thank Neil Fligstein, Michael Hout, and anonymous reviewers for helpful suggestions.
PY - 2009/3
Y1 - 2009/3
N2 - Although research has documented that earnings inequality within organizations affects many dimensions of organizational outcomes, we have little knowledge about what makes some organizations more unequal than others in terms of the earnings distribution. In order to study the relationship between organizational characteristics and within-organization earnings inequality, I analyze a nationally representative sample of manufacturing establishments in the National Employer Survey (NES). The analysis focuses on how organization-level characteristics such as workforce composition within the establishment and flexible workplace practices are associated with within-establishment earnings inequality. The results suggest that gender heterogeneity, percentage of newly hired workers within the organization, and flexible workplace practices such as job rotation and self-managed teams are significantly associated with earnings dispersion within manufacturing establishments.
AB - Although research has documented that earnings inequality within organizations affects many dimensions of organizational outcomes, we have little knowledge about what makes some organizations more unequal than others in terms of the earnings distribution. In order to study the relationship between organizational characteristics and within-organization earnings inequality, I analyze a nationally representative sample of manufacturing establishments in the National Employer Survey (NES). The analysis focuses on how organization-level characteristics such as workforce composition within the establishment and flexible workplace practices are associated with within-establishment earnings inequality. The results suggest that gender heterogeneity, percentage of newly hired workers within the organization, and flexible workplace practices such as job rotation and self-managed teams are significantly associated with earnings dispersion within manufacturing establishments.
KW - Earnings inequality
KW - Flexible workplace practices
KW - Workforce composition
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U2 - 10.1016/j.ssresearch.2008.09.003
DO - 10.1016/j.ssresearch.2008.09.003
M3 - Article
AN - SCOPUS:58149483804
SN - 0049-089X
VL - 38
SP - 225
EP - 238
JO - Social Science Research
JF - Social Science Research
IS - 1
ER -