薪酬差距与员工努力:基于横向公平的研究被引量：4

Wage Difference and Workers' Efforts:A Theoretical Concern Based on Horizontal Equity

下载PDF

导出

摘要从横向公平的角度出发,利用一个简洁的理论模型研究薪酬差距、员工努力程度与企业内部薪酬结构问题。研究结论表明,当员工对于相互间的薪酬差距的关注程度越高时,在最优状态下,企业应使内部员工的薪酬差距越小,并且这种差距缩小的幅度由员工努力水平对相对工资(即薪酬差距)和自身工资的敏感度的比值决定。使内部薪酬差距缩小化以及保密薪酬制度是企业解决薪酬的人际比较问题的有效途径。 Based on horizontal equity, this paper explores the issues concerning wage difference, workers＇ efforts and compensation structure with a concise model. The study shows that the greater the workers＇ concern for relative wages, the smaller the wage difference within a firm will be. The optimal amount of wage compression is given by the ratio of sensitivities of workers＇ efforts to relative wages and their own wages. Wage compression and wage secrecy are two possible approaches for the firms when confronting the problem of interpersonal wage comparison. The relevant cases are presented at the end of paper as supporting material.

作者闫威韩美清陈燕

机构地区重庆大学经济与工商管理学院

出处《海南大学学报（人文社会科学版）》 CSSCI 2006年第3期390-394,共5页 Journal of Hainan University （Humanities & Social Sciences）

关键词薪酬差距员工努力程度横向公平 wage difference workers＇ efforts horizontal equity

分类号 F244 [经济管理—劳动经济]

引文网络
相关文献

参考文献10

1[1]AKERLOF G A,YELLEN J L.The Fair-wage Effort Hypothesis and Unemployment[J].Quarterly Journal of Economics,1990,105 (2):255-283.
2[2]BEWLEY T.Why Wages Don't Fall During a Recession[M].Cambridge:MA,Harvard University Press,1999.
3[3]FRANK R H.Are Workers Paid Their Marginal Products?[J].American Economic Review,1984,74(4):549 -571.
4[4]余丰慧.关注国有企业薪酬管理失控问题[N].南方都市报,2006-02-22(A10).
5[5]G(U)TH W,DAMME E V.Information,Strategic Behavior and Fairness in Ultimatum Bargaining:An Experimental Study[J].Journal of Mathematical Psychology,1998,42 (2-3):227-247.
6[6]KAGEL J H,WOLFE K W.Tests of Fairness Models Based on Equity Considerations in a Three-person Ultimatum Game[J].Experimental Economics,2001,4(3):203 -219.
7[7]BECKER B E,HUSELID M A.The Incentive Effects of Tournament Compensation Systems[J].Administrative Science Quarterly,1992,37(2):336 -350.
8[8]ERIKSSON T.Executive Compensation and Tournament Theory:Empirical Tests on Danish Data[J].Journal of Labor Economics,1999,17(2):262-280.
9[9]COWHERD D M,LEVINE D I.Product Quality and Pay Equity Between Low-lever Employees and Top Management:An Investigation of Distributive Justice Theory[J].Administrative Science Quarterly,1992,37 (2):302-320.
10刘亚,龙立荣,李晔.组织公平感对组织效果变量的影响[J].管理世界,2003,19(3):126-132. 被引量：308

二级参考文献19

1Colquitt, J.A., "On the dimensionality of organizational justice: A construct validation of a measure", Journal of Applied Psychology, 2001,86 : 386-400.
2Colquitt, J.A. , Conlon, D.E. , Wesson, M.J. , Porter,C.O.L.H. ,& Ng,K.Y. ,"Justice at the millennium: A metaanalytic review of 25 years of organizational justice research",Journa of Applied Psychology, 2001,86 : 425-445.
3Albertlai, & Hwang Kwangkuo, "Procedural justice and distributive juetice: justice perceptions and work attitudes among business employees in Taiwan", Chinese Journal of Psychology, 2000, 42: (2) : 171-190.
4Farh, J.L. , Earley, P. C. , & Lin, S. C. , "Impetus for action: A cultural analysis of justice and organizational citizenship behavior in Chinese society", Administrative Science Quarterly, 1997, 42: 421-444.
5Yang, G. S., Social Orientation of Chinese: A Social interactional perspective. In G. S. Yang, & A. B. Yu(ed), The mind and behavior of Chinese:Theory and methodology,Taipei :Guiguan Press, 1993, 87-141.
6Leventhal, G.S. ,Karuza,J. , & Fry, W.R. ,Beyond fairness: A theory of allocation preferences, In G. Mikula (Ed.), Justice and social interaction, NY: Springer-Verlag,1980,187--218.
7Sweeney, P. D., & McFarlin, D. B. , Workers evaluation of the ends and the means: An examination of four models of distributive and procedural justice, Organizational Behavior and Human Decision Processes, 1993,55,23-40.
8Bies, R.J. , & Moag, J. S., (1986), Interactional justice: Communication criteria of falrness. In R.J.Lewicki,B. H. Sheppard, M. H. Bazerman(Eds.), Research on negotiation in organizations,pp43-55.Greenwhch, CT: JAL.
9Colon, D.E. , "Some tests of the self-interest and group value models of procedural justice: Evidence from an organizational appeal procedure", Academy of Management Journal, 1993, 36, 1109-1124.
10Alexander, S., & Ruderman, M. , "The role of procedural and distributive justice in organizational behavior", Social Justice Research, 1987, 1,177--198.