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Variable Pay Transparency in Organizations: When are Organizations More Likely to Open Up About Pay?
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Variable Pay Transparency in Organizations: When are Organizations More Likely to Open Up About Pay? 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References

  • 2011Sources of Method Bias in Social Science Research and Recommendations on How to Control It15,698 cited
  • 1989Agency Theory: An Assessment and Review13,327 cited
  • 2001Index Construction with Formative Indicators: An Alternative to Scale Development4,805 cited
  • 1990Organizational Justice: Yesterday, Today, and Tomorrow3,663 cited
  • 1995A Review of Scale Development Practices in the Study of Organizations3,192 cited
  • 1987Linking Competitive Strategies with Human Resource Management Practices2,059 cited
  • 1990Employee theft as a reaction to underpayment inequity: The hidden cost of pay cuts.1,647 cited
  • 1995Interdependence and Group Effectiveness1,412 cited
  • 2019Do Not Cross Me: Optimizing the Use of Cross-Sectional Designs1,379 cited
  • 2012Inequality at Work: The Effect of Peer Salaries on Job Satisfaction1,053 cited
  • 1998Issues of fit in strategic human resource management: Implications for research1,034 cited
  • 1996Comparative analysis of the reliability of job performance ratings.771 cited
  • 1993The Effect of Wage Dispersion on Satisfaction, Productivity, and Working Collaboratively: Evidence from College and University Faculty764 cited
  • 1997HR as a source of shareholder value: Research and recommendations755 cited

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2004
The strategic management of people in work organizations: Review, synthesis, and extension
682 cited
  • 2013An Aspirational Framework for Strategic Human Resource Management568 cited
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