Key Points from the Research Theoretical Developments 1. Wage Theory Beliefs about fairness make pay systems slow to respond to changes in organisational structure and market rates, unless secrecy about pay is maintained.
Most employees know very little about what other jobs are paid and how rates of pay are determined.
New Findings 1. Union representatives and employees see the 'Group' or Head Office as a major player in pay negotiations, and consequently are doubtful about the control that they or their managers have over levels of pay. Impact of the Research 1. The organisations participating in the research have shown considerable interest in the findings. The purpose of this research was to investigate how beliefs about fair pay might influence levels of pay.