Site Loader


Whether or Not the Frequency and Regulation of Employee’s Pay Matter.


A batch of research in economic science has examined the effects of how and how much an employee is paid by her employer. Does it besides affair when ( i.e. how often ) an employee is paid? If so, should the timing of wage be regulated by authoritiess?


The labor market is a competitory market where house proprietors devise employees’ wage in order to pull and retain staff at a minimal cost. In order to take full advantage of the amount of the principal and agent’s public-service corporation in the labor market and to cut down bureau cost, the demand for optimum contract arises and is critical for work outing the inducement job ( Brickley et al. , 2009 ) . Pay has ever been one of the critical issues in making optimum contracts ( Yeh et al. , 2009 ) .

This authorship seeks to research the employee wage, which is one of the issues encountered in the labor market. The issues to be explored are ; pay scattering, whether the frequence of wage affairs every bit good as whether or non the timing of wage should be regulated by the authorities.

Empirical Evidences on the Effect of Employee Pay Dispersion

Employee wage construction features ( i.e. performance-based and non-performance-based wage ) can promote or deter turnover among employees, since hourly rewards, salary or incentive wage act as cardinal incentives for most employees ( Rynes et al. , 2004 ; Downes and Choi, 2014 ; Brickley et al. , 2009 ; Fama, 1991 ) .

Equally of import is the employee wage scattering, which can besides be referred to as wage fluctuation or pay differential. To turn to this issue farther, most researchers’ have found out that performance-based wage scattering is by and large actuating for houses and employees ( Downes and Choi, 2014 ; Kepes et al. , 2009 ; Shaw et al. , 2002 ; Dinging et al. , 2009 ; Gupta et al. , 2012 ) . Furthermore, employees will respond in a different mode depending on their place in the concatenation of bid i.e. top degree employee respond optimistically to pay scattering while low degree employee responds pessimistically to increased wage scattering. On the reverse, an empirical probe carried out by Hunnes ( 2009 ) on pay scattering shows that it is non easy to determine the consequence of these alterations on firm’s public presentation.

Having briefly discussed the effects of wage scattering on employees and organizational public presentation, the following subdivision seeks to research the ground why the frequence of wage affairs which is every bit of import in the construction of wage.

Does Frequency of Pay Matter?

The frequence of wage relates to how frequently employees are on a regular basis paid by their employers for their attempts ( Parsons and Van Wesep, 2013 ; Zhang, 2013a ) . Harmonizing to Parsons and Van Wesep ( 2013 ) the frequence of wage should count particularly for employees who are paid less thereby meeting less nest eggs buffer with which to smooth ingestion ( i.e. , workers who earn less should be paid more often ) . For this ground, the frequence of wage is significantly of import as a consequence of the regular outgos ( i.e. monthly measures ) and self-control jobs by employees non adhering to ingestion agenda which has been pre-planned, thereby doing low nest eggs ( Parson and Van Wesep, 2013 ) . In add-on, the differences in worker’s instruction, fiscal edification and income are besides considerable grounds why the frequence of wage affairs ( Parsons and Van Wesep, 2013 ) .

Contrary to Zhang ( 2013a ) anticipation, his empirical findings show that due to complex environment faced by different people when doing determinations, clocking differences in workers income can be of big effect on the family ingestion form of workers. Confirming this position, Stephens and Unayama ( 2011 ) and Stephens ( 2006 ) supported this impression by reasoning in their survey that family ingestion responds to the reception of forecasted seasonal income fluctuation. This occurs due to clip incompatibility, mental accounting and budgeting heuristics in which inexperient persons predict their current income into the hereafter ( Zhang, 2013a ; Zhang, 2013b ) . Apparently, the frequence of wage affairs. Zhang ( 2013b ) besides supported Parsons and Van Wesep ( 2013 ) that persons that are clip inconsistent have present-biased penchants and exhibit jobs with self-denial.

Furthermore, Hollensbe and Guthrie ( 2000 ) on a survey of a group pay-for-performance programs, found that groups are highly motivated in their occupation and will be committed to the ambitious ends set by them if their wage is based on public presentation and frequent wage.

On the contrary, Chung et Al. ( 2010 ) examined the effects of incentive wage frequence on quality steps in a physician-specific pay-for-performance ( P4P ) experiment and found no grade of difference in the general quality step scores based on the frequence of wage.

Pulling on the thoughts of different research workers on whether the frequence of wage affairs, it is obvious that frequence of wage has some benefits. Harmonizing to Parsons and Van Wesep ( 2013 ) , the positive consequence of the frequence of wage is more important for workers who earn less and besides, frequent wage leads to an addition in workers’ public-service corporation, decrease in the general pay the worker is eager to accept, and minimizes house cost. Similarly, in order to avoid the immense effect of family ingestion form, the frequence of wage affairs ( Stephens, 2006 ; Stephens and Unayama, 2011 ; Zhang, 2013a ) . Frequency of wage can besides assist to avoid expected fluctuation in the sum of income received per ingestion determination period ( Zhang, 2013a ; Zhang, 2013b ) . Plans with larger and enhanced frequence in bonus payment have greater motive influence for workers ( Hollensbe and Guthrie, 2000 ) .

Despite the overall benefits in favor of the frequence of wage, some research workers have found that it besides has some unwanted effects on the house. The benefit of frequence of wage to employees might sometimes take to a fluctuation that is unrelated to fringy public-service corporation of the steadfast wage ( Parsons and Van Wesep, 2013 ) . Furthermore, frequent payment has been seen to be expensive as unstable employees encounter feast-famine ingestion rhythm during their period of wage ( Parsons and Van Wesep, 2013 ) .

Based on the research reviewed to this point, most research workers have argued that the frequence of wage affairs although limited research has been carried out on the consequence of the frequence of wage. The following portion seeks to research whether or non the timing of wage should be regulated by the authorities in correlativity to the frequence of wage.

Should the Timing of Pay be regulated by the GovernmenT or Not?

With all the benefits in alliance with the timing of wage, issues on wage still arises both on the steadfast degree and at the national degree. Most research workers are in support of the ordinance of wage by the authorities because it has been seen to be of great benefit to the employees, has a important impact on the compensation construction and heighten optimal contracts ( Parsons and Van Wesep, 2013 ; Fama, 1991 ; Perry and Zenner, 2001 ) . Harmonizing to Parsons and Van Wesep ( 2013 ) , the authorities of some states are involved in the ordinance of the timing of wage by stipulating the minimal clip between wage cheques ( e.g. hebdomadal, bi-weekly, monthly etc ) or by repairing a mandatory wage ( e.g vacation fillips, ) . However, the execution of the frequence of wage through ordinance by the authorities can be through fixed pay plus a fillip for the vacations, summer holidaies, subscribing and rupture ( Parsons and Van Wesep, 2013 ) . For illustration, the ordinance of vacation fillips and the frequence of wage are obvious in United States, Indonesian, Mexican, Greek, Sweden etc.

Regulating the timing of wage by the authorities has been seen as a great benefit for employees and helping workers to assist themselves ( Parsons and Van Wesep, 2013 ; Fama, 1991 ; Perry and Zenner, 2001 ) . Therefore, in order to derive from enhanced timing of wage, a monitoring mechanism which is authorities ordinance has to be provided ( Parsons and Van Wesep, 2013 ) . This impression was supported due to time-inconsistency leads to workers holding the inclination to renegociate thereby forestalling optimum contracts. Furthermore, Parsons and Van Wesep ( 2013 ) observed that employees have self-denial jobs which will take them to sell their future wage at a price reduction in order to maximise the immense short tally price reduction rate.

Equally of import is the authorities ordinance on the frequence of fillip wage for the CEO compensation contract. The research conducted by Perry and Zenner ( 2001 ) reinforces the point that it has been observed that there is a current connexion with lagged returns which is certain due to the timing when some administrations determine their fillip pay-outs and entire wage. In direct correlativity to this point of position, there was a positive important impact in sing the authorities ordinance in the timing of fillip wage

From a Contrasting position, it is deserving adverting that piece-rate payment has been a combative labour issue in many developed states. Harmonizing to the research conducted in Sweden by Smucker et Al. ( 1998 ) , he found that this sort of wage system was extremely regulated and was lawfully recognized merely under some state of affairss because ordinance was seen as a signifier of inappropriate control and was considered to be associated with occupation strain.


A firm’s public presentation is frequently related to the dedication of its workers to joint values, which itself is a demand for concerted behavior ( Tremblay et al. , 2000 ) . Amongst some of the factors which are prone to heighten workers dedication, the consciousness of equity is significantly one of the moralss to which workers are the most insightful which includes, value and construction of wage, pay satisfaction every bit good as the frequence of wage.

The chief findings of the above treatment harmonizing to different research workers on the frequence of wage are efficaciously summed up in Parsons and Van Wesep ( 2013 ) that the frequence of wage affairs to workers who earns less than the educated and rich workers since the distribution of present-bias varies trusting upon the occupation rank and educational degree of attainment. Research workers are divided on whether or non clocking of wage should be regulated by the authorities, though the bulk support ordinance.


BRICKLEY, J. , SMITH, C. & A ; ZIMMERMAN, J. 2009. Managerial Economics and Organizational Architecture, McGraw-Hill.

CHUNG, S. , PALANIAPPAN, L. , WONG, E. , RUBIN, H. & A ; LUFT, H. 2010. Does the frequence of pay-for-performance payment affair? — Experience from a randomised test. Health Serv Res, 45, 553-64.

Ding, D. Z. , AKHTAR, S. & A ; GE, G. L. 2009. Effectss of inter- and intra-hierarchy pay scatterings on house public presentation in Chinese endeavors. The International Journal of Human Resource Management, 20, 2370-2381.

DOWNES, P. E. & A ; CHOI, D. 2014. Employee reactions to pay scattering: A typology of bing research. Human Resource Management Review, 24, 53-66.

FAMA, E. F. 1991. Time, Salary, and Incentive Payoffs in Labor Contracts. Journal of Labor Economics, 9, 25-44.

GUPTA, N. , CONROY, S. A. & A ; DELERY, J. E. 2012. The many faces of wage fluctuation. Human Resource Management Review, 22, 100-115.

HOLLENSBE, E. C. & A ; GUTHRIE, J. P. 2000. Group Pay-for-Performance Plans: The Role of Spontaneous Goal Setting. The Academy of Management Review, 25, 864-872.

HUNNES, A. 2009. Internal pay scattering and steadfast public presentation: white-collar grounds. International Journal of Manpower, 30, 776-796.


PARSONS, C. A. & A ; VAN WESEP, E. D. 2013. The timing of wage. Journal of Financial Economics, 109, 373-397.

PERRY, T. & A ; ZENNER, M. 2001. Pay for public presentation? Government ordinance and the construction of compensation contracts. Journal of Financial Economics, 62, 453-488.

RYNES, S. L. , GERHART, B. & A ; MINETTE, K. A. 2004. The importance of wage in employee motive: Discrepancies between what people say and what they do. Human Resource Management, 43, 381-394.

SHAW, J. D. , GUPTA, N. & A ; DELERY, J. E. 2002. Pay scattering and work force public presentation: moderating effects of inducements and mutuality. Strategic Management Journal, 23, 491-512.

SMUCKER, J. , VAN DEN BERG, A. , SMITH, M. R. & A ; MASI, A. C. 1998. Labour deployment in workss in Canada and Sweden. Relations Industrielles, 53, 430-456.

STEPHENS, M. 2006. Paycheque Receipt and the Timing of Consumption* . The Economic Journal, 116, 680-701.

STEPHENS, M. & A ; UNAYAMA, T. 2011. The Consumption Response to Seasonal Income: Evidence from Nipponese Public Pension Benefits. American Economic Journal: Applied Economics, 3, 86-118.

TREMBLAY, M. , SIRE, B. & A ; BALKIN, D. B. 2000. The function of organisational justness in wage and employee benefit satisfaction, and its effects on work attitudes. Group & A ; Organization Management, 25, 269-290.

YEH, W.-Y. , CHENG, Y. & A ; CHEN, C.-J. 2009. Social forms of wage systems and their associations with psychosocial occupation features and burnout among paid employees in Taiwan. Social Science & A ; Medicine, 68, 1407-1415.

ZHANG, C. Y. 2013a. Consumption Responses to Pay Frequency: Evidence from ‘Extra’Paychecks. Working Paper, University of Pennsylvania.

ZHANG, C. Y. 2013b. Monthly Budgeting Heuristics: Evidence from ‘Extra’Paychecks. Working Paper, University of Pennsylvania.


Post Author: admin