组织水平薪酬差异的概念拓展及其对员工公平感的影响

The Concept Expansion of Organizational Level Salary Differences and Its Impact on Employees’Sense of Fairness

以公平启发理论为理论基础,考察组间薪酬差异(是指同一层级但在不同工作内容团队的员工薪酬分布)对员工公平感的作用机制,具体考察了员工工具性感知和整体公平感的中介作用以及组内薪酬差异(是指同一层级且在同一团队内的员工薪酬分布)的调节作用。通过采用2×2的组间情境实验设计和研究问卷相结合的方法,得到了344份有效数据。统计分析的结果表明,组内薪酬差异能够调节组间薪酬差异的有效性,具体来说,当组内薪酬差异较高时,组间薪酬差异会对员工的工具性感知产生正向影响,并能通过工具性感知和整体公平感的传导对分配公平感产生正向的间接效应;反之,当组内薪酬差异较低时,组间薪酬差异会对员工的工具性感知产生负向影响,并通过工具性感知和整体公平感的传导对分配公平感产生负向的间接效应。

Drawing from fairness heuristic theory,this study investigated the influence mechanism of between-group pay dispersion(i.e.,the difference in pay among employees at the same level in the department but in different job groups,BGPD)on distributive justice,and examine the mediating role of instrumentality and overall justice as well as the moderating role of within-group pay dispersion(i.e.,the difference in pay among employees at the same level within a group,WGPD).The present study used a 2x2 between-subjects scenario experiment design in which BGPD(high or low)and WGPD(high or low)were manipulated,resulting in four versions of scenarios.344 participants were randomly assigned to one of four scenarios.The results revealed that BGPD positively affected instrumentality,and had a positively indirect effect on distributive justice via instrumentality and overall justice but only under conditions of high WGPD;BGPD negatively affected instrumentality,and had a negatively indirect effect on distributive justice via instrumentality and overall justice but only under conditions of high WGPD when WGPD was low.