аЯрЁБс>ўџ 02ўџџџ/џџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџьЅС%` №RПЬbjbj•й•й2їГїГЬџџџџџџЄЄЄЄЄЄЄЄИ  Иђ$::::$shлr&Є   &ЄЄ::л;Є Є Є  :Є:Є:Є  Є Є ЄЄЄ : €Пy­ШV "Є Q0Є Mx "MЄ MЄЄ \ ИЄ Я ”c Й&&š     ИИИ$м$ИИИмИИИЄЄЄЄЄЄџџџџ  How Strategic Is Strategic Pay? The Case Of Employee Profit Sharing Based on two panels of longitudinal data drawn from consecutive time periods, this paper examines whether there is any link between an establishment in strategic context and its subsequent adoption of employee profit sharing. Results indicate that pursuit of a cost leadership business strategy increased the likelihood of profit sharing adoption in both time periods, thus providing evidence for vertical strategic alignment. Evidence for horizontal strategic alignment is temporally mixed, as pursuit of a high-involvement human resources strategy increased the likelihood of profit sharing adoption in the first time period but not in the second. Evidence for internal (within compensation strategy) alignment is strong, as a high-wage compensation policy is a strong predictor of profit sharing adoption in both time periods. Tony Fang, Ph.D. Assistant Professor, HRM School of Administrative Studies York University 4700 Keele Street Toronto, Ontario  M3J 1P3 Tel: 416-736-2100 ext 33524 E-mail:  HYPERLINK "mailto:tonyfang@yorku.ca" tonyfang@yorku.ca Tony Fang has a Ph.D. in Industrial Relations and Human Resource Management from the University of Toronto, a M.A. in Economics from Memorial University of Newfoundland, and a B.A. in Economics from Shandong University. He has taught, worked and consulted in the areas of human resources management, industrial relations and labour market and social policy. He served as a research economist at Human Resource Development Canada, and more recently as a business and labour market analyst at Statistics Canada. His areas of research interest encompass compensation and benefits, public and HR policy, high performance workplace practices, pension, retirement policy and the ageing workforce, union impact on wages, innovation and firm growth, pay equity and employment equity. He has published in such journals as Industrial Relations (Berkeley), Canadian Journal of Economics, Journal of Labor Research, and Perspectives on Labour and Income. Recently he received a research grant from the Social Science and Humanities Research Council (SSHRC) to study the antecedents and consequences of skill shortages in Canada. DEF1 2 X Y j k ЫЬѕъсеЪЛЪЛЎЛЪЉ hУ'­o(hУ'­hУ'­0JCJaJjhУ'­hУ'­CJUaJhУ'­hУ'­CJaJhУ'­h2oCJaJo(hУ'­CJaJo(hУ'­h2oCJaJhУ'­hУ_гCJaJ EF„ … — А б с ѓ ) l m n ЫЬ§§§§§§§§§§§§§§§§§Ь§0182PА‚. 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