员工“薪酬感知域差”与离职决策研究——基于“齐当别”决策模型视角

发布时间：2018-03-22 23:30

本文选题：“齐当别”模型　切入点：薪酬感知域差　出处：《管理评论》2017年09期 　论文类型：期刊论文

【摘要】：薪酬差距与离职是管理者、管理学者与心理学者共同关注的重要问题。传统离职研究以组织的视角关注内部薪酬差距对离职的"推动"作用,新时代无边界职涯背景要求离职研究以个体决策者为中心,聚焦外部薪酬差距对离职的"拉动"作用。本研究基于"齐当别"决策模型的视角,运用行为决策的研究范式,探讨了外部工作机会薪酬比较的"薪酬感知域差"对离职决策的拉动影响机制。文章包括两项调查研究与一项实验研究:(1)针对160名企业员工,研究1a运用薪酬数值法与现状薪酬锚定法同时测量"薪酬感知域差",探索了"薪酬感知域差"与离职倾向的关系,并检验了职位等级在其中的调节效应;(2)为排除个体主观比例尺的可能影响,研究1b,针对242名企业员工,以增加比例尺赋值的现状薪酬锚定任务对"薪酬感知域差"进行了测量,再次对"薪酬感知域差"、离职倾向与职位等级间的关系进行了检验;(3)在两项调查研究的基础上,研究2在实验室设计离职情境,操纵"薪酬感知域差",探索其对离职决策的影响。研究结果表明,"薪酬感知域差"正向预测离职倾向,职位等级在其中起增强的调节作用。本文完善了薪酬差距的指标体系,推动了离职搜寻过程中不确定性离职决策机制的探索,并为个体感知的外界薪酬如何"拉动"个体离职提供了新的分析视角。
[Abstract]:Pay gap and turnover are important issues that managers, management scholars and psychologists pay close attention to. Traditional turnover studies focus on the role of internal pay gap in promoting turnover from the perspective of organization. The background of boundless career in the new era requires that the study focus on individual decision makers and focus on the "pull" effect of the external pay gap on the turnover. This study is based on the perspective of the "equal" decision model and applies the paradigm of behavioral decision-making. This paper discusses the influence mechanism of "pay perception domain difference" on the decision making of leaving job. The paper includes two research studies and one experimental study: 1) aiming at 160 employees in an enterprise. In study 1a, using the compensation numerical method and the current salary anchoring method to measure the "pay perception domain difference", the relationship between the "salary perception domain difference" and the turnover intention was explored. In order to exclude the possible influence of individual subjective scale, the adjustment effect of position grade in this paper was tested. In order to increase the scale assignment, the "salary perception domain difference" was measured for 242 employees at 1b. Thirdly, this paper examines the relationship between salary perception domain difference, turnover intention and position grade. (3) on the basis of two investigations, study 2 designs a turnover situation in the laboratory. The research results show that the difference of salary perception domain positively predicts turnover intention, and the position grade plays an increasing role in regulating it. This paper improves the index system of salary gap. It promotes the exploration of uncertain decision making mechanism in the process of turnover search, and provides a new analytical perspective on how individual perceived external compensation "pulls" individual turnover.
【作者单位】：暨南大学管理学院;中国科学院行为科学重点实验室(中国科学院心理研究所);中国科学院大学;
【基金】：国家自然科学基金面上项目(71271101;71571087) 北京市优秀博士学位论文指导教师人文社科项目(20138012501)
【分类号】：F272.92

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