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Within-Firm Pay Inequality

Author

Listed:
  • Holger M. Mueller
  • Paige P. Ouimet
  • Elena Simintzi
Abstract
Financial regulators and investors have expressed concerns about high pay inequality within firms. Using a proprietary data set of public and private firms, this paper shows that firms with higher pay inequality—relative wage differentials between top- and bottom-level jobs—are larger and have higher valuations and stronger operating performance. Moreover, firms with higher pay inequality exhibit larger equity returns and greater earnings surprises, suggesting that pay inequality is not fully priced by the market. Our results support the notion that differences in pay inequality across firms are a reflection of differences in managerial talent. Received March 14, 2016; editorial decision January 21, 2017 by Editor Itay Goldstein.

Suggested Citation

  • Holger M. Mueller & Paige P. Ouimet & Elena Simintzi, 2017. "Within-Firm Pay Inequality," The Review of Financial Studies, Society for Financial Studies, vol. 30(10), pages 3605-3635.
    • Handle: RePEc:oup:rfinst:v:30:y:2017:i:10:p:3605-3635.
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    File URL: http://hdl.handle.net/10.1093/rfs/hhx032
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    References listed on IDEAS

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    More about this item

    JEL classification:

    • G13 - Financial Economics - - General Financial Markets - - - Contingent Pricing; Futures Pricing
    • G14 - Financial Economics - - General Financial Markets - - - Information and Market Efficiency; Event Studies; Insider Trading
    • J31 - Labor and Demographic Economics - - Wages, Compensation, and Labor Costs - - - Wage Level and Structure; Wage Differentials
    • L25 - Industrial Organization - - Firm Objectives, Organization, and Behavior - - - Firm Performance
    • M52 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - Compensation and Compensation Methods and Their Effects

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