This study examines the influence of gender on four objective aspects of career success. After controlling human capital, family context, socioeconomic origin, values and motovations, as well as structural variables, gender continues to have an effect on two of the four aspects: salary and...

We might attribute the expanding scope of HRM to the alignment of choices made on other management variables relative to internal contingencies. The data were collected from 602 large organizations in three countries (Great Britain, France, Canada). The study shows that the relationship between...

The purpose of this research is to identify the predictors of hierarchical success for 3,067 male and female managers. Variables were drawn from five bodies of research perspectives that are frequently used to explain career advancement: human capital theory, socioeconomic origin, family...

The dilemma between cultural or sector predictors of compensation policies is more important than ever in a context of internationalization. If relations between sectors of activity and compensation practices are well established in a single country, international comparisons are less frequently...

The purpose of the present study is to verify three main hypothesis with a sample of 252 Canadians organizations: 1) does empowerment bundle and compensation practices bundle individually have an influence on the human resources performance?; 2) does the fit or the synergy between these two...

The purpose of this study was to examine the role of country and technological intensity in the choice of compensation policies, and the influence of such policies on market performance and turnover in high and low technological intensity firms. Using a survey of 602 large firms in three...

The purpose of this study was to examine the factors that influence the use of contingent wokers. More than 250 Canadian organizations participed to the survey. Three class of determinants have been tested: environmental factors, work-force costs factors, and organizational flexibility factors....

Human resource practices and especially compensation are the elements most likely to promote attraction and retention of competent workers. However firms can choose between a mix of compensation policies and practices. The existant literature suggests that these choices are influenced by either...

Purpose – The purpose of this study is to examine whether the performance of the compensation system is better explained by the universalist approach or the contingent approach. The paper also attempts to determine the type of fit that yields the most promising gains in terms of perception of...

Purpose: Relying on the theories of substitutes for leadership and psychological empowerment, this study aims to explore how perceptions of customer positive feedback can substitute for managers’ transformational leadership in driving frontline employees’ psychological empowerment and, in...