基于公平理论的薪酬保密政策实施效果研究

Research on the effect of pay secrecy policy based on equity theory

亚当斯的公平理论为企业构建公平的企业文化提供了依据，但众多企业却片面的利用了参照对象的信息对员工公平感判断的影响，消极的采取“薪酬保密”政策，以减少员工因感觉不公而产生的消极行为。但是企业只能够从正式组织的层面进行信息的屏蔽，却无法实现对非正式组织“小道消息”的绝对杜绝。文章运用情景模拟实验的方法，来验证“薪酬保密”政策的实施效果，并以“信息公开程度“为依据，设立三组对照组，分别进行试验。通过实验，发现：企业应当主动的披露有关信息，与其被动的屏蔽，不如有效的引导。

Adam＇ s equity theory built the base for companies to cultivating fair-corporate culture. But most of the companies take advantage of the effect from information of the reference to the judge of equity wrongly. They adopt the policy of ＂pay secrecy＂ to reducing employee＇s negative behavior when they feel no equity. But they just Shield information on the formal organization level. No one is able to put an end to the ＂gossip＂ from the informal organization. This paper wants to test the effect of pay secrecy using simulation. In order to compare means between different groups, the writer divided the participant into there groups according to the ＂extension of information disclosure＂. And found that the companies should timely disclose information, but not to sh ietd passive.