Dr. Dow Scott is a Professor of Human Resources in the Graduate School of Business and the Institute of Human Resources and Employment Relations at Loyola University Chicago. Dr. Scott specializes in compensation, incentive pay and high performance organizations. Dr. Scott has over 100 publications which include his book Incentive Pay: Creating a Competitive Advantage and articles on pay communications, rewards and engagement, alignment of reward programs with business strategy, variable pay and evaluating reward programs. His current research is focused on global reward programs; specifically pay fairness from a multi-country and culture perspective. He also is examining pay issues associated with counter-offers and retaining employees after an economic downturn. Dr. Scott consults with diverse organizations on pay and other human resources issues including AMICO, Mississippi State University, AT&T, Groendyke Transport, Landstar Systems, Sara Lee Corporation, HNI Risk, Marsh, Inc., Hebrew Home, Xaloy, Hay Group, Alabama Manufacturing Company, and USG. Prior to following an academic career, Dr. Scott was in human resources at the B.F. Goodrich Company.
Trust
The relationship between employee age and interpersonal trust within an organizational context (with B Cook), Review of Business and Economic Research (1983)
Trust differences between men and women in superior and subordinate relationships, Group and Organization Studies (1983)
Trust perceptions of male and female respondents toward on-site supervisors, area supervisors, and top management...
Trust differences between blacks and whites in an organizational setting, Akron Business and Economic Review (1982)
As increased numbers of blacks enter jobs from which they were formerly excluded, concerns about...
The causal relationship between trust and the assessed value of management by objectives, Journal of Management (1980)
The causal direction between interpersonal trust and assessed value of an MBO program is investigated...
Attendance-Absenteeism
Recognizing good attendance: A longitudinal quasi-experimental field study (with S E. Markham and G McKee), Personnel Psychology (2002)
Three motivational theories (need, goal, and reinforcement) suggest that recognition programs should increase employee attendance....
Teacher absenteeism in secondary education (with J C. Wimbush), Educational Administrative Quarterly (1991)
Teacher absenteeism is a serious problem for school systems. Using an existing model of attendance...
Gender differences in absenteeism (with E L. McClellan), Public Personnel Management (1990)
Investigated employee characteristics and attitudes of 243 female and 105 male secondary school teachers to...
Employee attendance policies: The foundation for successful absenteeism control (with S E. Markham and G S. Taylor), Personnel Administrator (1987)
An examination of conflicting findings between job satisfaction and absenteeism: A meta analysis. (with G S. Taylor), Academy of Management Journal (1985)
This study, which applied meta-analytic procedures, found a significant negative relationship between certain facets of...
Miscellaneous
Affordable Healthcare Act Presentation by Cara Welch, CCA, Loyola's Institute of Human Resources and Employment Relations (2013)
Now What?! The Affordable Healthcare Act
Tuesday, January 22 (8:00 – 10:00 am) Lewis Towers...
The Role of Rewards in Building Employee Engagement (with T D. McMullen and M Royal), WorldatWork Journal (2010)
Reward Alignment: High Hopes and Hard Facts (with T D. McMullen, J Shields, and B Bowbin), WorldatWork Journal (2009)
Rewards communication in Australia: A survey of policies and programs (with J Shields, R S. Sperling, and T Higgins), Compensation and Benefits Review (2009)
Human resources (HR) and compensation professionals in Australia were surveyed to determine how they communicate...
Reward programs: What works and what needs to be improved (with T D. McMullen, R S. Sperling, and B Bowbin), WorldatWork Journal (2007)
Teams and High Performance Organizations
A construct validity study of commitment and perceived support variables: A multi-foci approach across different team environments (with J W. Bishop, M G. Goldsby, and R L. Cropanzano), Group and Organization Management (2005)
Social exchange theory suggests that employees feel commitment toward both their employing organizations and their...
Team racial composition, member attitudes, and performance: A field study (with A M. Townsend), Industrial Relations (2001)
Attitudinal, performance, and demographic data from 1200 workers on self-directed teams are examined to determine...
An examination of organizational and team commitment in a self-directed team environment (with J W. Bishop), Journal of Applied Psychology (2000)
A model hypothesizing differential relationships among predictor variables and individual commitment to the organization and...
Support, commitment and employee outcomes in a team environment (with J W. Bishop and S M. Burroughs), Journal of Management (2000)
This field study investigated whether perceived team support and team commitment relate to employee outcomes...
How commitment affects team performance (with J W. Bishop), HR Magazine (1997)
States that employees' commitment to their work teams and to the organization can influence turnover,...
Incentive Pay
Scanlon principles and processes: Building excellence at Watermark Credit Union (with P Davis and C Cockburn), WorldatWork Journal (2007)
Annual cash incentives for managerial and professional employees (with T D. McMullen, M Wallace, and D Morajda), WorldatWork Journal (2004)
Gainsharing and EVA: The United States Postal Service experience (with G Shivers), WorldatWork Journal (2003)
The impact of the Scanlon Plan on retail store performance (with J Floyd, J W. Bishop, and P G. Benson), WorldatWork Journal (2002)
Factors influencing employee beliefs that pay is tied to performance (with M J. Vest, J M. Vest, and S E. Markham), Journal of Business and Psychology (2000)
The unique relationship of perceived pay level equity, perceived appraisal accuracy, merit increase satisfaction, trust...
Compensation
Reward NEXT Practices: 2013, WorldatWork Annual Conference (2013)
As we were harshly reminded by the economic collapse of 2008, the world can change...
Are You Spending Your Company's Compensation Dollars Wisely?, Bloomberg BNA (2012)
Compensation costs are the largest single expense most organizations have—ranging from 15 to 20 percent...
Blending General Increases With a Pay-for-Performance Policy, Bloomberg BNA (2012)
T he system of awarding annual across-the-board merit raises— central to how most employees are...
Pay perceptions and their relationships with cooperation, commitment and intent to quit: a field study (with J Shields, J W. Bishop, and P Goelzer), International Studies of Management and Organization (2012)
This study examines how perceived in-role (or horizontal) pay differences and understanding of the pay...
Retention of Key Talent and the Role of Rewards, WorldatWork Journal (2012)
Retention of key talent – those employees who are the strongest performers, have high potential,...
Up-coming Presentations
Help revising the undergraduate business programs, Institute of Human Resources and Employment Relations (2013)
Loyola’s Institute of Human Resources and Employment Relations (HRER) and the Quinlan School of Business...
Retaining Key Talent during an Economic Recovery, Loyola University Chicago (2012)
Retaining Key Talent during an Economic Recovery Thursday, November 1st (8:00 – 10:00 am) Corboy...
Up-coming Loyola Events
Help revising the undergraduate business programs, Institute of Human Resources and Employment Relations (2013)
Loyola’s Institute of Human Resources and Employment Relations (HRER) and the Quinlan School of Business...
Help us build a better relationship with the Business Community, Loyola’s Institute of Human Resources and Employment Relations (HRER) and the Quinlan School of Business (2013)
Loyola’s Institute of Human Resources and Employment Relations (HRER) and the Quinlan School of Business...