摘要
运用社会比较理论,分析了在组织内部影响薪酬不公平感的社会比较类型与评判内容;利用对比效应与同化效应,解释了薪酬不公平感的形成。在此基础上,探讨了人力资源管理中减少或克服人际攀比带来不良影响的途径。
Based on the theory of social comparison, social comparison＇s types within organizations and contents of judgment which effect on the Pay Unfairness, are analyzed. How Pay Unfairness is taking shape is explained wielding the contrast and assimilation effect. Therefore, some measures of the human resources management about reducing or overcoming adverse effect brought by interpersonal comparisons are analyzed.
出处
《武汉理工大学学报（信息与管理工程版）》
CAS
2007年第8期145-148,共4页
Journal of Wuhan University of Technology：Information & Management Engineering
基金
国家自然科学基金资助项目(70671046)
关键词
社会比较理论
对比效应
同化效应
薪酬不公平感
公平理论
theory of social comparison
contrast effect
assimilation effect
pay unfairness
theory of equity
