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Predictive ability of the efficiency...

Touro University International.

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Predictive ability of the efficiency, agency and tournament theories at the non-executive level: Evidence from Canadian compensation survey data.

紀錄類型:	書目-語言資料,印刷品 : Monograph/item
正題名/作者:	Predictive ability of the efficiency, agency and tournament theories at the non-executive level: Evidence from Canadian compensation survey data./
作者:	Rolfe, Sandra A.
面頁冊數:	569 p.
附註:	Adviser: J. Shackman.
Contained By:	Dissertation Abstracts International68-06A.
標題:	Business Administration, Management. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3271014
ISBN:	9780549092216

Predictive ability of the efficiency, agency and tournament theories at the non-executive level: Evidence from Canadian compensation survey data.
Rolfe, Sandra A.

Predictive ability of the efficiency, agency and tournament theories at the non-executive level: Evidence from Canadian compensation survey data. - 569 p.

Adviser: J. Shackman.

Thesis (Ph.D.)--Touro University International, 2007.

The research focused on the predictive abilities of three major wage theories within the Canadian labor environment at the non-executive level. While the efficiency wage model has typically been examined within manufacturing industry and the agency and tournament wage models have been used to explain wage behavior at the executive level, this study provided the opportunity to examine these models in the context of a broad data set of Canadian wages crossing geographic regions, industry and job boundaries and non-executive job levels. The data derived from a major compensation survey spanning three survey years from 2002 through 2004. Each survey year contained more than 30,000 incumbent level observations, spanning 10 provinces and one territory, 10 industries and job occupations ranging from management and professional through to trade occupations. The study focused on the analysis of relationships between compensation components, such as the wage or the ratio of bonus to base salary, and economic indicators and organizational design factors.

ISBN: 9780549092216Subjects--Topical Terms:

626628
Business Administration, Management.

Predictive ability of the efficiency, agency and tournament theories at the non-executive level: Evidence from Canadian compensation survey data.
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520 $a The research focused on the predictive abilities of three major wage theories within the Canadian labor environment at the non-executive level. While the efficiency wage model has typically been examined within manufacturing industry and the agency and tournament wage models have been used to explain wage behavior at the executive level, this study provided the opportunity to examine these models in the context of a broad data set of Canadian wages crossing geographic regions, industry and job boundaries and non-executive job levels. The data derived from a major compensation survey spanning three survey years from 2002 through 2004. Each survey year contained more than 30,000 incumbent level observations, spanning 10 provinces and one territory, 10 industries and job occupations ranging from management and professional through to trade occupations. The study focused on the analysis of relationships between compensation components, such as the wage or the ratio of bonus to base salary, and economic indicators and organizational design factors.
520 $a Results supported the presence of all three wage models within the Canadian labor context. While the unemployment was negatively related to the wage, a traditional prediction of efficiency theory, the employment participation rate was also positively related to the wage to an economic degree greater than the unemployment rate. The supervision-wage tradeoff, a feature of efficiency and agency theories, was evidenced more in relationship to the wage differential than the wage itself. The boundaries of tournament theory were extended beyond firm to the labor market. Strong relationships were observed between the wage and the number of firms and the total number of employed persons positively related to wage levels. Job level was positively related to the incentive compensation component of the agency theory and convexly related to both the wage and the difference in compensation between levels. The strong presence of all three wage models provided motivation to develop an integrated theory of wage relationships incorporating economic indicators and organizational design factors.
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