薪酬参照体的效应研究:基于多表征的路径模型与相对重要性

Effect of Pay Referents: The Paths Model and Relative Importance Based on Multi-Characterizations

参照体选择在分配公平、薪酬满意研究中扮演重要角色,而以往研究多是关注焦点对象与参照体在薪酬上的数量差异。本文认为,参照体"数量差异"并不能完整表征参照体的效应,为此提出了"信息知晓度"、"判断关联性"、"比较频率"、"数量差异"等四类表征,在理论基础上构造路径模型与研究假设。实证研究表明,信息知晓度、判断关联性正向影响特定参照体的比较频率;数量差异正向影响分配公平、薪酬水平满意,比较频率负向影响分配公平、薪酬水平满意。通过三种研究路径的比较研究证实,自我生活成本等七类参照体相对重要。未来亟需就参照体选择的相关机制在纵贯上、在不同的组织情境下及考虑个体差异等方面予以深入考察。

Referent choice plays a vital role in equity perception or pay satisfaction, but existing researches focus mostly on the quantity differentials between target and referent. This paper suggests the quantity differentials do not completely reflect the overall effects of referent on distribute justice or pay satisfaction, and puts forward four characterizations of referents： referent information, relevance for judgment, comparison frequency and quantity differentials, and constructs a path model and research hypothesis. The subsequent empirical research confirms the hypothesis, i.e. information about referent and relevance for judgment positively affect the comparison frequency of the certain referent, quantity differentials positively affects the distributive justice or pay satisfaction, and comparison frequency neg- atively affects distributive justice or pay satisfaction. Integrating the three approaches, the empirical results confirm that seven referents have more relative importance on pay satisfaction. Future research should focus on mechanism of referent choice in longitudinal design, or in difference organizational settings, or on the role of individual difference, etc.