Abstract
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.