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Individual wage setting in a Swedish municipality - A one company approach?

Konferensbidrag (offentliggjort, men ej förlagsutgivet)
Författare Ylva Ulfsdotter Eriksson
Bengt Larsson
Petra Adolfsson
Publiceringsår 2017
Publicerad vid Institutionen för sociologi och arbetsvetenskap
Företagsekonomiska institutionen, Management & Organisation
Centrum för Europaforskning (CERGU)
Språk en
Länkar cghrm.gu.se/conference2017/Conferen...
Ämnesord salary rewview, individual wage setting, municipality
Ämneskategorier Sociologi


A current strive within MNCs is to transfer and establish company-wide HR policies and practices across borders, and IHRM aims at “strengthen the linkages between HR and business strategies and their impact on organisational performance” (Budhwar and Aryee 2008: 7). Common HR policies and practices is a way to create a unified company. Yet, national institutional frameworks, with distinct norms, rules and common assumptions, exert forces on the transference and conditions HR practices and actions. Against the background of international companies’ quest for a one company approach it would be interesting to explore how large national organizations manage and succeed in this matter. National organizations do not face institutional and cultural hindrances as they actually act within and share political and economic structures. Wage setting policies and practices are particularly delicate within organizations as is aims to communicate what attitudes, behaviors, and performances that are evaluated and assessed within the organization. Wages and wage setting practices are often discussed with reference to organizational justice theory. This paper explores how informational and procedural justice is perceived by employees and managers in a middle-sized municipality in Sweden. Drawing from the results from a survey study conducted in 2016, the paper thus aim to discuss the possibilities for “a one company approach” in a national settings. Preliminary results show that access to and knowledge about the municipalities wage policy differs to a high degree. The paper explores whether this can be explained by field of operations within the municipally (care, education, technical etc), district, occupation, gender, age etc.

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