薪酬公平：前因与后果

A Study on Salary Justice and its Effect

公平性是薪酬管理中最重要的原则,是组织激励政策产生作用的前提,影响着员工的态度、行为和产出。薪酬公平的基本内涵包括分配公平、程序公平和互动公平三部分。影响薪酬公平感的前因变量有个体特征、组织特征和文化模式,后果变量有工作满意、组织承诺、忠诚度、工作投入等。文章最后提出了薪酬公平的前因后果模型和今后研究方向。

Equity is the most important principle in salary management, is the premise that the organization encourage policies create function, influence the employee＇s attitude, behavior and production. Salary justice includes distributive justice , procedural justice, interaction justice three parts. The paper passed to tidy up the salary justice problem research which study under local culture background after 2003, discuss around the cause and effect of the salary justice feeling. Clear off the research grain, provide more overall data for the research about salary justice problem, in the meantime, provide some reference for the business to improve salary equity. Individual, organization characteristic and cultural mode etc are the reasons which influence the salary justice feeling, the results of salary justice feeling are work satisfaction, organization commitment, employee＇s loyalty, job involvement etc.