PERFORMANCE‐RELATED PAY AND THE PROSPECTS FOR GENDER PAY EQUITY
研究了绩效薪酬制度对性别薪酬平等的影响，认为绩效薪酬增加了薪酬决定中的自由裁量权，削弱了薪酬与职级的关联，可能使女性处于不利地位，并降低劳动力市场的透明度。
ABSTRACT Equal pay for work of equal value has come to be almost inextricably associated with the application of job evaluation. Current trends towards performance‐related pay systems pose a potential threat to the pursuit of greater gender pay equality as discretion in pay determination increases and there is no clear relationship between earnings and job grade. This paper examines the basis for this view drawing upon the now widespread literature and research into performance‐related pay. the argument is made that the problem for gender equality lies both in the nature of the payment system and in the context in which it is being applied, including the changes in the nature of employment relationships that are accompanying these developments. While some women may benefit, overall the moves towards a widening income dispersion and the increased importance of management discretion and appraisal are likely to disadvantage women. However, the individualization of pay is likely to lead to further fragmentation of the interests of women, reducing the likelihood of collective resistance. Opportunities to monitor pay trends will also decrease as the spread of performance‐related pay reduces the transparency of the labour market.