Due to pressures from different stakeholders aimed at alleviating societal inequities related to
pay and income, organizations are increasingly being confronted with the need to open up
about pay. For example, New York City recently became the largest U.S. city to require private
employers to disclose salary ranges in job ads, the Austrian government’s “transparency act”
mandates all employers to state the minimum salaries and overpayment options in job ads,
and employees in Germany have the right to request information on the average salaries of
coworkers in the same job category. However, recent literature has demonstrated that the
consequences/outcomes of pay transparency are complex and not universally positive, and
asked for much more research on this topic (Arnold and Fulmer, 2018; Bamberger, 2021;
Brown, Nyberg, Weller et al., 2022; Lam, Cheng, Bamberger et al., 2022; Marasi and Bennett,
2016).
In this Special Issue we aim to expand existing research by focusing attention on contributions
addressing the implications of pay information disclosure for human resource management.
We seek to stimulate the field of HRM to develop knowledge on managing pay information
disclosure that is both rigorous and relevant. We welcome contributions from different fields
and perspectives on HRM and related disciplines, and invite empirical as well as
conceptual/theoretical papers.

Contributions could address the following or similar questions – but are not limited to these:

• When are organizations more likely to disclose which kind of pay information?
• What is the role of different actors – employees, HR professionals and line managers
  – in pay disclosure processes?
• What are the outcomes of pay disclosure for employees and organizations (e.g.
  regarding satisfaction, pay dispersion, performance)?
• When are positive or negative outcomes of pay disclosure on the employee, team
  and organizational level more likely?
• How are changes in pay disclosure managed by HR professionals or managers, and
  how do employees respond to pay disclosure in the short and/or long-term?

Guest editors

• David G. Allen is the Luther A. Henderson University Chair in Management and Leadership at TCU (U.S.) and Distinguished Research Environment Professor at the University of Warwick (UK).
• Julia Brandl is Professor of HRM and Employment Relations at the University of Innsbruck, Austria.
• Christian Grund is Professor of HRM and Personnel Economics at RWTH Aachen University.
• Anna Sender is a Senior Researcher and Lecturer in Strategic HRM at the University of Lucerne and Lucerne University of Applied Sciences and Arts, Switzerland.

Submission Deadline: 30 September 2023.
Publication date: Issue 1/2025 (accepted manuscripts available online first).
View the complete Call here.