Abstract
For a number of years, there has been a trend toward ever-increasing salary differentials in business organizations. While pay for the lowest-earning workers decreased between 1960 and 1990, compensation for top managers increased greatly (Feenstra & Hanson, 1996; Juhn, Murphy & Pierce, 1993; Mishel, Bernstein & Schmitt, 1996). However, these pay disparities may not be warranted by companies’ performance records (Colvin, Harrington & Hjelt, 2001; Craig, 2003; Loomis, 2001; Useem & Florian, 2003). Moreover, some corporate governance structures have apparently allowed executives to receive extremely large pay packages in the form of stock options even while investors suffered losses (Fox, 2002). This has prompted Fortune, a pro-business magazine, to call current executive pay practices ‘over-the-top CEO piggishness’(Fox, 2002, p. 70) and ‘outrageous,’ ‘madness,’ or ‘grossly high — astronomical’ (Colvin, Harrington & Hjelt, 2001, p. 64). Even Professor Michael Jensen, an advocate of high executive pay, has professed: ‘I’ve generally worried these guys weren’t getting paid enough […]. But now even I’m troubled’ (Colvin, Harrington & Hjelt, 2001, p. 64).
Access this chapter
Tax calculation will be finalised at checkout
Purchases are for personal use only
Preview
Unable to display preview. Download preview PDF.
References
Baron, J. N. & Kreps, D. M. (1999). Strategic human resources: Frameworks for general managers. New York: Wiley.
Baron, R. & Kenny, D. (1986). The moderator-mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51, 1173–1182.
Barrick, M. R. & Mount, M. K. (1991). The Big Five personality dimensions and job performance: A meta-analysis. Personnel Psychology, 44, 1–26.
Barrick, M. R. & Mount, M. K. (1996). Effects of impression management and self-deception on the predictive validity of personality constructs. Journal of Applied Psychology, 81, 261–272.
Beltramini, R. F., Peterson, R. & Kozmetsky, G. (1984). Concerns of college students regarding business ethics. Journal of Business Ethics, 3, 195–200.
Benhabib, S. (1987). The generalized and the concrete other: The Kohlberg-Gilligan controversy and feminist theory. In S. Benhabib & D. Cornell (eds), Feminism as critique (pp. 77–95 ). Minneapolis, MN: University of Minnesota Press.
Beutel, A. M. Sr Marini, M. M. (1995). Gender and values. American Sociological Review, 60, 436–448.
Bird, F. & Waters, F. (1989). The moral muteness of managers. California Management Review, 32, 73–88.
Blockson, L. C. (1998). “E for effort” or distributive justice? Business & Society, 37, 111–112.
Bloom, M. (1999). The performance effects of pay dispersion on individuals and organizations. Academy of Management Journal, 42, 25–40.
Bloom, M. & Michel, J. G. (2002). The relationships among organizational context, pay dispersion, and managerial turnover. Academy of Management Journal, 45, 33–42.
Borkowski, S. Sr Ugras, Y. J. (1998). Business students and ethics: A meta-analysis. Journal of Business Ethics, 17. 1117–1127.
Bretz, R. D. Jr. & Judge, T. A. (1994). The role of human resource systems in job applicant decision processes. Journal of Management, 20, 531–551.
Buss, A. H. (1989). Personality as traits. American Psychologist, 44, 1378–1388.
Byrne, B. M. (2001). Structural equation modeling with AMOS: Basic concepts, applications, and programming. Mahwah, NJ: Erlbaum.
Cable, D. M. & Judge, T. A. (1994). Pay preferences and job search decisions: A person-organization fit perspective. Personnel Psychology, 47, 317–348.
Carroll, A. B. (1979). A three-dimensional conceptual model of corporate social performance. Academy of Management Review, 4, 497–506.
Carroll, A. B. ( 1987, March/April). In search of the moral manager. Business Horizons, 7–15.
Carroll, A. B. (2000). A commentary and an overview of key questions on corporate social performance measurement. Business & Society, 39, 466–478.
Carroll, A. B. (2001). Models of management morality for the new millennium. Business Ethics Quarterly, 11, 365–371.
Cohen, D. & Prusak, L. (2001). How social capital makes organizations work. Boston, MA: Harvard Business School Press.
Colvin, G., Harrington, A. & Hjelt, P. (2001, June 25). The great CEO pay heist. Fortune, 143, pp. 64–70.
Costa, P. T. Jr. & McCrae, R. R. (1992). Revised NEO personality inventory (NEO-PI-R) and NEO five-factor (NEO-FFI) inventory professional manual. Odessa, FL: PAR.
Costa, P. Jr., Terracciano, A. & McCrae, R. R. (2001). Gender differences in personality traits across cultures: Robust and surprising findings. Journal of Personality & Social Psychology, 8, 322–331.
Craig, S. (2003, March 4). Wall Street pain stops at the top — CEOs of big financial firms still pull clown fat paychecks despite a dismal environment. Wall Street Journal, p. Cl.
Crampton, S.M. & Wagner, J.S. (1994). Percept-percept inflation in micro-organizational research: An investigation of prevalence and effect. Journal of Applied Psychology, 79, 67–76.
Crystal, G. S. (1991). In search of excess: The overcompensation of American executives. New York: Norton.
De George, R. T. (1986). Business ethics ( 2nd ed. ). New York: Macmillan.
Derry, R. 1989. An empirical study of moral reasoning among managers. Journal of Business Ethics, 8, 855–862.
Digman, J. M. (1990). Personality structure: Emergence of the five-factor model. Annual Review of Psychology, 41, 417–440.
Donaldson, T. & Preston, L. E. (1995). The stakeholder theory of the corporation: Concepts, evidence, and implications. Academy of Management Review, 20, 65–91.
Du, L., Bakish, D. & Hrdina, P. D. (2000). Gender differences in association between serotonin transporter gene polymorphism and personality traits. Psychiatric Genetics, 10, 159–164.
Epstein, E. M. (1987). The corporate social policy process: Beyond business ethics, corporate social responsibility, and corporate social responsiveness. California Management Review, 29 (3), 99–114.
Etzioni, A. (1988). The moral dimension: A new economics. New York: The Free Press.
Eynon, G., Hill, N. T. & Stevens, K. (1997). Factors that influence the moral reasoning abilities of accountants: Implications for universities and the profession. Journal of Business Ethics, 16, 1297–1309.
Feingold, A. (1994). Gender differences in personality: A meta-analysis. Psychological Bulletin, 116, 429–456.
Feenstra, R. C. & Hanson, G. (1996). Globalization, outsourcing, and wage inequality. American Economic Review, 86, 240–245.
Feldman, S. P. (2002). Memory as a moral decision: The role of ethics in organizational culture. New Brunswick, NJ: Transaction Publishing.
Ferraro, F., Pfeffer, J. & Sutton, R. I. (2005). Economics language and assumptions: How theories can become self-fulfilling. Academy of Management Review, 30, 8–24.
Fiske, D. W. (1949). Consistency of the factorial structures of personality ratings from different sources. Journal of Abnormal Social Psychology, 44, 329–344.
Fox, J. (2002, June 24). Pay CEOs, yeah-but not so much. Fortune, 145, pp. 54–56.
Frank, R. H., Gilovich, T. & Regan, D. T. (1993). Does studying economics inhibit cooperation? Journal of Economic Perspectives, 7, 159–171.
Franke, G. R., Crown, D. F. & Spake, D. F. (1997). Gender differences in ethical perceptions of business practices: A social role theory perspective. Journal of Applied Psychology, 82, 920–934.
Frederick, W. C. (1987). Theories of corporate social performance. In S. P. Sethi & C. Falbe (eds), Business and society: Dimensions of conflict and cooperation (pp. 142–161 ). New York: Lexington Books.
Frederick, W. C. (1994). The virtual reality of fact vs. value: A symposium commentary. Business Ethics Quarterly, 4, 171–174.
Frederick, W. C. (1995). Values, nature, and culture in the American corporation. New York: Oxford University Press.
Frederick, W. C. (1998). Moving to CSR4: What to pack for the trip. Business & Society, 37, 40–59.
Gerde, V. W. (2001). The design dimensions of the just organization: An empirical test of the relation between organization design and corporate social performance. Business & Society, 40, 472–477.
Ghoshal, S. (2005). Bad management theories are destroying good management practices. Academy of Management Learning & Education, 4, 75–91.
Goldberg, L. R. (1992). The development of markers for the Big-Five factor structure. Psychological Assessment, 4, 26–42.
Goldberg, L. R. (2001). Web site: International Personality Item Pool.
Retrieved from the World Wide Web on March 29, 2004: http://ipip.ori.org/new_home.htm
Greening, D. W. & Turban, D. B. (2000). Corporate social performance as a competitive advantage in attracting a quality workforce. Business & Society, 39, 254–280.
Hofstede, G. (2001). Culture’s consequences (2nd ed.). Thousand Oaks, CA: Sage.
Hogan, R., Hogan, J. & Roberts, B. W. (1996). Personality measurement and employment decisions: Questions and answers. American Psychologist, 51, 469–477.
Hoppe, M. H. (2004). An interview with Geert Hofstede. Academy of Management Executive, 18(1), 75–79.
Jackall, R. (1988). Moral mazes: The world of corporate managers. New York: Oxford University Press.
Jaffee, S. & Hyde, J. S. (2000). Gender differences in moral orientation: A meta-analysis. Psychological Bulletin, 126, 703–726.
Jones, T. M. (1983). An integrating framework for research in business and society: A step toward the elusive paradigm. Academy of Management Review, 8, 559–564.
Jones, T. M. & Gautschi, F. H., II. (1988). Will the ethics of business change? A survey of future executives. Journal of Business Ethics, 7, 231–248.
Judge, T. A. & Cable, D. M. (1997). Applicant personality, organizational culture, and organization attraction. Personnel Psychology, 50, 359–394.
Juhn, C., Murphy, K. M. & Pierce, B. (1993). Wage inequality and the rise in returns to skill. Journal of Political Economy, 10, 410–442.
Kohlberg, L. (1981). Essays in moral development: The philosophy of moral development. New York: Harper & Row.
Kreitler, S. & Kreitler, H. (1990). The cognitive foundations of personality traits. New York: Plenum Press.
Krishnan, V. R. (2006, June). Does management education make students better actors? A longitudinal study of change in values and self-monitoring. Proceedings of the Annual Conference of the Administrative Sciences Association of Canada, Banff (Alberta).
Law, K., Wong, C. S. & Mobley, W. H. (1998). Toward a taxonomy of multidimensional constructs. Academy of Management Review, 23, 741–755.
Leana, C. R. & Van Buren, H. J. (1999). Organizational social capital and employment practices. Academy of Management Review, 24, 538–555.
Litton, P. D. (1985). Individual differences in moral development: The relation of sex, gender, and personality to morality. Journal of Personality, 53, 306–334.
Loomis, C. J. (2001, June 25). This stuff is wrong. Fortune, 143(14, 72–84.
May, D. R. & Pauli, K. P. (2002). The role of moral intensity in ethical decision making. Business & Society, 41, 84–117.
McClelland, J. N. & Rhodes, F. (1969). Prediction of job success for hospital aides and orderlies from MMPI scores and personal history data. Journal of Applied Psychology, 53, 49–54.
McCrae, R. R. & Costa, P. T., Jr. (1997). Personality trait structure as a human universal. American Psychologist, 52, 509–516.
Mishel, L., Bernstein, J. & Schmitt, J. ( 1996, November/December). The state of American workers. Challenge, 39 (6), 33–42.
Morgenson, G. (2005, October 9). Companies not behaving badly, New York Times, online ed. Retrieved from the World Wide Web on October 14, 2005: http://www.nytimes.com
Nelson, A. K. & Buchholz, E. S. (2004). Adolescent girls’ perceptions of goodness and badness and the role of will in their behavioral decisions. Adolescence, 38 (151), 421–440.
Nocera, J. (2002, June 24). System failure. Fortune, 145 (13), 62–65.
Noddings, N. (1984). Caring: A feminine approach to ethics and moral education. Berkeley, CA: University of California Press.
Nunnally, J. C. & Bernstein, I. H. (1994). Psychometric theory ( 3rd ed. ). New York: McGraw-Hill.
O’Reilly, C. A., Chatman, J. A. & Caldwell, D. (1991). People of organizational culture: A profile comparison approach to assessing person-organization fit. Academy of Management Journal, 34, 487–516.
Orlitzky, M. & Benjamin, J. D. (2001). Corporate social performance and firm risk: A meta-analytic review. Business & Society, 40, 369–396.
Orlitzky, M., Schmidt, F. L. & Rynes, S. L. (2003). Corporate social and financial performance: A meta-analysis. Organization Studies, 24(3), 403–441.
Peabody, D. & Goldberg, L. R. (1989). Some determinants of factor structures from personality-trait descriptors. Journal of Personality.Sr Social Psychology, 57, 552–567.
Perrow, C. (1986). Complex organizations: A critical essay (3rd ed.). New York: Random House.
Pfeffer, J. (1998). The human equation: Building profits by putting people first. Boston, MA: Harvard Business School Press.
Quinn, J. B. (2002, June 10). In search of ‘clean’ stocks.Newsweek, 139(23) p. 43.
Rest, J. R. (1986). Moral development: Advances in theory and research. New York: Praeger.
Ruegger, D. & King, E. W. (1992). A study of the effect of age and gender upon student business ethics. Journal of Business Ethics, 11, 179–186.
Rynes, S. L. & Milkovich, G. T. (1986). Wage surveys: Dispelling some myths about the ‘market wage’. Personnel Psychology, 39, 71–90.
Schein, E. H. (1992). Organizational culture and leadership (2rd ed.). San Francisco, CA: Jossey-Bass.
Schwab, D. P. & Packard, G. L. (1973). Response distortion on the Gordon Personal Inventory and the Gordon Personal Profile in a selection context: Some implications for predicting employee tenure. Journal of Applied Psychology, 58, 372–374.
Sethi, S. P. (1979). A conceptual framework for environmental analysis of social issues and evaluation of business response patterns. Academy of Management Review, 4, 63–74.
Sharma, S. (1996). Applied multivariate techniques. New York: John Wiley & Sons.
Shaw, J. D., Gupta, N. & Delery, J. E. (2002). Pay dispersion and workforce performance: Moderating effects of incentives and interdependence. Strategic Management Journal, 23, 491–512.
Shaw, W. H. & Barry, V. (2004). Moral issues in business. Belmont, CA: Wadsworth.
Sloan, A. (2003, September 22). A case of big greed at the big board. Newsweek, 142(12), p. 33.
Snarey, J. R. (1985). Cross-cultural universality of social-moral development: A critical review of Kohlbergian research. Psychological Bulletin, 97, 202–232.
Spector, P. E. (1987). Method variance as an artifact in self-reported affect and perceptions at work: Myth or significant problem? Journal of Applied Psychology, 72, 438–443.
Swanson, D. L. (1995). Addressing a theoretical problem by reorienting the corporate social performance model. Academy of Management Review, 20, 43–64.
Swanson, D. L. (1996). Neoclassical economic theory, executive control, and organizational outcomes. Human Relations, 49, 735–756.
Swanson, D. L. (1999). Toward an integrative strategy of business and society: A research strategy for corporate social performance. Academy of Management Review, 24, 506–521.
Swanson, D. L. & Frederick, W. C. (2005). Denial and leadership in business ethics education. In O. C. Ferrell & R. A. Peterson (eds), Business ethics: The new challenge for business schools and corporate leaders (pp. 222–240 ). New York: M. E. Sharpe.
Swanson, D. L. & Orlitzky, M. (2006). Executive preference for compensation structure and normative myopia: A business and society research project. In R. W. Kolb (ed.), The ethics of executive compensation (pp. 13–31 ). Malden, MA: Blackwell Publishing.
Szwajkowski, E. 2000. Simplifying the principles of stakeholder management: The three most important principles. Business & Society, 39, 379–396.
Tajfel, H. & Turner, J. C. (1985). The social identity theory of intergroup behavior. In S. Worchel & W. G. Austin (eds), Psychology of intergroup relations (pp. 7–24 ). Chicago: Nelson-Hall.
Toffler, B. (1986). Tough choices. New York: Wiley.
Triandis, H. C. (2004). The many dimensions of culture. Academy of Management Executive, 18(1), 88–93.
Useem, J. & Florian, E. (2003, April 28). Have they no shame? Fortune, 147(8), 38–43.
Van Buren, H. J. (2005). An employee-centered model of corporate social performance. Business Ethics Quarterly, 15, 687–709.
Waddock, S. (2002). Leading corporate citizens: Vision, values, value added. Boston, MA: McGraw-Hill.
Waddock, S. A. (2003, August). A radical agenda for business in society education. Paper presented at the Academy of Management, Social Issues in Management Division, Seattle.
Waddock, S. A. & Graves, S. B. (1997). Quality of management and quality of stakeholder relations: Are they synonymous? Business & Society, 36, 250–279.
Wartick, S. L. & Cochran, P. L. (1985). The evolution of the corporate social performance model. Academy of Management Review, 10, 758–769.
Weaver, G. R. & Trevino, L. K. (1999). Compliance and values orientated ethics programs: Influences on employees’ attitudes and behavior. Business Ethics Quarterly, 9, 315–335.
Weber, M. (1922/1947). The theory of social and economic organization. (Translated and edited by A. H. Henderson & T. Parsons.) New York: Oxford University Press.
Weber, J. & Wasieleski, D. (2001). Investigating influences on managers’ moral reasoning: The impact of context and personal and organizational factors. Business & Society, 40, 79–111.
Wood, D. J. (1991). Corporate social performance revisited. Academy of Management Review, 16, 691–718.
Wood, D. J. (2000). Theory and integrity in Business and Society. Business & Society, 39, 359–378.
Author information
Authors and Affiliations
Copyright information
© 2008 Marc Orlitzky and Diane L. Swanson
About this chapter
Cite this chapter
Orlitzky, M., Swanson, D.L. (2008). Normative Myopia, Executives’ Personality, and Preference for Pay Dispersion: Implications for Corporate Social Performance. In: Toward Integrative Corporate Citizenship. Palgrave Macmillan, London. https://doi.org/10.1057/9780230594708_10
Download citation
DOI: https://doi.org/10.1057/9780230594708_10
Publisher Name: Palgrave Macmillan, London
Print ISBN: 978-1-349-30005-1
Online ISBN: 978-0-230-59470-8
eBook Packages: Palgrave Business & Management CollectionBusiness and Management (R0)