薪酬差距与公平差别阈差异对员工心理和行为的影响——基于员工“分配公平感”“任务绩效”和“偏离行为”的实证检验

发布时间：2018-02-02 10:12

本文关键词： 公平差别阈薪酬差距分配公平感员工任务绩效员工偏离行为相对剥夺理论社会比较理论薪酬管理　出处：《西部论坛》2017年02期 　论文类型：期刊论文

【摘要】：以成都、重庆和昆明三地企业的581个员工为样本,分为薪酬差距与员工公平差别阈有差异组和无差异组,分析薪酬差距与公平差别阈差异对员工分配公平感、任务绩效及偏离行为的影响,结果表明:无差异组中的员工分配公平感和任务绩效显著大于有差异组,而员工偏离行为显著少于有差异组;在普通员工与基层管理者、与中层管理者、与一般高层管理者、与公司"一把手"4类比较中,无差异组与有差异组的员工分配公平感存在显著差异;在同类岗位普通员工之间和普通员工与公司"一把手"2类比较中,无差异组与有差异组的员工任务绩效存在显著差异;在同类岗位普通员工之间、普通员工与基层管理者、与一般高层管理者、与公司"一把手"4类比较中,无差异组与有差异组的员工偏离行为存在显著差异。企业应科学测定不同层级员工所认同的公平差别阈,进而设计合理的薪酬差距。
[Abstract]:Taking 581 employees from Chengdu Chongqing and Kunming as samples they were divided into pay gap group and employee fair difference threshold group and no difference group. This paper analyzes the effects of the difference between pay gap and fair threshold on employee's sense of fairness, task performance and deviation behavior. The results show that the employees' sense of fairness and task performance in the group without difference is significantly higher than that in the group with difference. The deviation behavior of employees was significantly less than that of the different groups. There are significant differences in the sense of fair distribution between ordinary employees and grass-roots managers, middle managers, general senior managers, and the top managers of the company, among which there is a significant difference in the sense of fair distribution between the non-differentiated group and the differentiated group. There are significant differences in the task performance between the common employees in the same position and between the common employees and the "head of the company" in the two categories of "head of staff" in the group without difference and the group with difference. In the same kind of posts between the ordinary employees, ordinary employees and grass-roots managers, with the general senior management, and the company "head" of the four types of comparison. There are significant differences in deviating behavior between the non-difference group and the different group, and the enterprise should scientifically measure the fair difference threshold recognized by the employees at different levels, and then design a reasonable salary gap.
【作者单位】：重庆工商大学管理学院;四川大学商学院;
【基金】：国家自然科学基金资助项目(71272210) 重庆市社会科学规划项目(2016QNGL56)
【分类号】：B844.3;F272.92
【正文快照】： 一、引言近年来国有企业高管与员工之间薪酬差距过大等收入分配问题持续引发社会各界的关注,对此人力资源与社会保障部启动了新一轮的国企薪酬改革。2014年8月29日,中共中央政治局召开会议审议通过了《中央管理企业负责人薪酬制度改革方案》(以下简称《方案》)。据《方案》估

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