HOW HIGH PERFORMANCE HUMAN RESOURCE PRACTICES AND WORKFORCE UNIONIZATION AFFECT MANAGERIAL PAY
基于电信企业的全国代表性样本，研究发现高绩效人力资源实践（如技能投资、技术应用、绩效薪酬）与工会化均影响管理者薪酬水平及管理者与工人的薪酬比，其中团队工作方式反而降低管理者薪酬。
Using data from a nationally representative sample of telecommunications establishments, this study finds that HR practices and workforce unionization influence managerial pay levels and the ratio of manager‐to‐worker pay. High performance HR practices, including investment in the skills of the workforce, in computer‐based technologies and in performance‐based worker pay practices, are all positively related to managerial pay; but the use of workforce teams, which shift some managerial responsibilities to workers, has the opposite association. High performance HR practices also are associated with lower manager‐to‐worker pay differentials. In addition, workforce unionization is positively associated with managerial pay levels, with worker base pay mediating the relationship between managers' pay and unionization.