薪资程序公平与薪资满意度的相关研究
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摘要
薪资管理是企业管理的关键之一，在招聘、激励、挽留员工等方面扮演着重要的角色，是组织赢得竞争优势的核心。程序公平则是组织公平的两个组成部分之一，影响着员工对分配公平的关注程度，影响着员工的行为和产出。本研究将薪资管理和程序公平相结合，以228名员工为研究对象，探讨薪资程序公平与员工薪资满意度的关系，结果表明：
1、五个关键因素影响着员工的薪资程序公平，它们分别是：员工参与、领导行为、薪资准备、绩效评估、战略规章。
2、性别、年龄和学历不影响员工对五个关键因素的期望程度，但工作年限和企业上市影响期望程度。
3、员工对关键因素的期望程度与他们对企业实际运用状况的知觉之间存在差异，员工的期望程度高于他们对实际运用状况的知觉。
4、员工的薪资满意度与员工对除“薪资准备”之外的关键因素的期望程度负相关，与员工对企业实际运用情况的知觉正相关，与两者之间的差值正相关。
5、员工的经济收入状况是员工对企业实际运用状况的知觉与员工薪资满意度关系的缓冲变量。
Pay management, which is the key issue of the enterprise management, plays a prominent role in recruiting, motivating and retaining employees and thus is central to building competitive advantage. Procedural fairness, which is one of two factors of the organizational fairness, has an influence on employees' behaviors and outcomes and transfers employees' attention on distributive fairness. With 228 employees, this research integrating pay management with procedural fairness discusses the relationship between pay procedural fairness and pay satisfaction. The results indicate:
(1) Five key factors including employee participation, leader's behavior, performance appraisal, pay preparation and strategy and regulation affect pay procedural fairness.
(2) Gender, age and education don't influence employee's expectation of five key factors, but years of work and the corporation going public have an influence on them.
(3) There has difference between employee's expectation of five key factors and their perception of the use of these factors; employees' expectation is higher than their perception.
(4) Employee's pay satisfaction is negatively correlative with employee's expectation besides pay preparation, positively correlative with employee's perception and the margin of expectation and perception.
(5) Employee's income alleviates the relationship between employee's perception and their pay satisfaction.
1、五个关键因素影响着员工的薪资程序公平，它们分别是：员工参与、领导行为、薪资准备、绩效评估、战略规章。
2、性别、年龄和学历不影响员工对五个关键因素的期望程度，但工作年限和企业上市影响期望程度。
3、员工对关键因素的期望程度与他们对企业实际运用状况的知觉之间存在差异，员工的期望程度高于他们对实际运用状况的知觉。
4、员工的薪资满意度与员工对除“薪资准备”之外的关键因素的期望程度负相关，与员工对企业实际运用情况的知觉正相关，与两者之间的差值正相关。
5、员工的经济收入状况是员工对企业实际运用状况的知觉与员工薪资满意度关系的缓冲变量。
Pay management, which is the key issue of the enterprise management, plays a prominent role in recruiting, motivating and retaining employees and thus is central to building competitive advantage. Procedural fairness, which is one of two factors of the organizational fairness, has an influence on employees' behaviors and outcomes and transfers employees' attention on distributive fairness. With 228 employees, this research integrating pay management with procedural fairness discusses the relationship between pay procedural fairness and pay satisfaction. The results indicate:
(1) Five key factors including employee participation, leader's behavior, performance appraisal, pay preparation and strategy and regulation affect pay procedural fairness.
(2) Gender, age and education don't influence employee's expectation of five key factors, but years of work and the corporation going public have an influence on them.
(3) There has difference between employee's expectation of five key factors and their perception of the use of these factors; employees' expectation is higher than their perception.
(4) Employee's pay satisfaction is negatively correlative with employee's expectation besides pay preparation, positively correlative with employee's perception and the margin of expectation and perception.
(5) Employee's income alleviates the relationship between employee's perception and their pay satisfaction.
引文
1．麦考密克、伊尔根 著，卢盛忠、王重鸣、郑全全译，《工业与组织心理学》，科学出版社，1991
2．王重鸣 著，《心理学研究方法》，人民教育出版社，1992
3．马金、库珀、考克斯著，王新超 译，《组织与心理契约》，北京大学出版社，1999
4．卢纹岱 主编，《SPSS for Windows统计分析》，电子工业出版社，2000
5．冉斌 编著，《薪酬设计与管理》，海天出版社，2002
6．冉斌 编著，《员工满意度调查手册》，海天出版社，2002
7．罗瑾琏、隋明刚、沈荣芳、樊景立，薪资考核中的公平策略研究，同济大学学报，1998年10月，第26卷第5期
8．李晔、龙立荣、刘亚，组织公平感的形成机制研究进展，人类工效学，2002年3月第8卷第1期
9. Bettencourt, Brown. (1997), Contact Employees: Relationship Among Workplace Fairness, Job Satisfaction and Prosocial Service Behaviors. Journal of Retailing,Vol.73 Issue 1, 39-61.
10. Brian K. Boyd and Alain Salamin. (2001), Strategic Reward Systems: A Contingency Model of Pay System Design, Strategic Management Journal, 22, 777-792
11. Cynthia Lee, Kenneth S. Law and Philip Bobko. (1999), The Importance of Justice Perceptions on Pay Effectiveness: A Two-year Study of a Skill-based Pay Plan,Journal of Management, Vol.25, No.6, 851-873
12. Connier R. Wanberg (1999), Perceived fairness of layoff among individual who have been laid off: a longitudinal study. Personnel Psychology, Vol. 52 Issue 1, 59-74
13. Das, Pulak, Bhadury & Bikash. (1997), Pay Satisfaction of R&D Personnel in Manufacturing Organizations: Role of Career Comparison Process, Journal of High Technology Management Research, Vol. 8, Issue 2
14. Foard F. Jones, Vida Scarpello and Thomas Bergman. (1999), Pay Procedures What Make Them Fair? Journal of Occupational and Organizational Psychology, 72,129-145
15. Gerald T. Gabris and Douglas M. Ihrke. (2001). Does performance appraisal contribute to heightened levels of employee burnout? Public Personnel Management. Vol. 30 Issue 2, 157-172
16. Julain Barling. (1993), Interactional, formal, and distributive justice in the workplace: an exploratory study. Journal of Psychology, Vol.127 Issue 6, 649-656
17. Jasmine Tata. (2000), Influence of role and gender on the use of distributive versus procedural justice principles. Journal of Psychology, Vol. 134 Issue 3, 261-268
18. Jason D. Shaw, Nina Gupta and John E. Delery. (2001), Congruence between Technology and Compensation Systems: Implication for Strategy lmplemention,Strategic Management Journal, 22,379-386
19. Jason D. Shaw and Nina Gupta. (2001), Pay Fairness and Employee Outcome:Exacerbation and Attenuation Effects of Financial Need, Journal of Occupational and Organizational Psychology, 74, 299-320
20. Jason A. Colquitt, Donald E. Conlon, Michael J. Wesson, Christopher O. L. H. Porter, and K. Yee Ng. (2001), Justice at the Millennium: A Meta-Analytic Review of 25 Years of Organizational Justice Research, Journal of Applied Psychology, vol.86,No.3, 425-445
21. K. Denise Bane. (1999), Effect of type of voice on perceptions of fairness in performance evaluation. Journal of Social Behavior & Personality, Vol.14 Issue 1,75-88
22. Lee & Roland. (1976), The Determinants of Pay Satisfaction, Journal of Applied Psychology, Vol.61 Issue 5.
23. Myron J. Roomkin and Burton A. Weisbrod. (1999), Managerial Compensation and Incentives in For-profit and Nonprofit Hospitals, The Journal of Law, Economics and Organization, Vol.15, No.3, 750-781
24. Robert E. Ployhart and Ann M. Ryan. (1998), Applicants' reactions to the fairness of selection procedures: the effects of positive rule violations and time of measurement. Journal of Applied Psychology, Vol. 83 No. 1, 3-16
25. Shaw & Gupta. (2001), Pay Fairness and Employee Outcome: Exacerbation and Attenuation Effects of Financial Need. Journal of Occupational and Organizational Psychology, Vol.74, pp299-pp320.
26. Steve Williams. (1999), The effect of distributive and procedural justice on performance, Journal of Psychology, vol.133 Issue 2, 183-193
27. Tim M. Lindquist. (1995), Fairness as an antecedent to participative budgeting examining the effect of distributive justice, procedural justice and reference cognitions on satisfaction and performance, Journal of Management Accounting Research, Vol. 7,122-137
28. Timothy A. Judge, Edwin A. Locke. (1998), Cathy C. Durham and Averaham N.Kluger (1998), Dispositional Effects on Job and Life Satisfaction: The Role of Core Evaluation, Journal of Applied Psychology, vol.83, No.1, 17-34
29. Timothy A. Judge, Joyce E. Bono and Edwin A. Locke. (2000), Personality and Job Satisfaction: The Mediating Role of Job Characteristics, Journal of Applied Psychology, vol.85, No.2, 237-249
30. Timothy A. Judge and Joyce E. Bono. (2001), Relationship of Core Self-Evaluation Traits--Self-Esteem, Generalized Self-Efficacy, Locus of Control, and Emotional Stability--with Job Satisfaction and Job Performance: A Meta-Analysis, Journal of Applied Psychology, vol.86, No.1, 80-92
31. Vernon L. Joy and L. Alan Witt. (1992), Delay of gratification as a moderator of the procedural justice-distributive justice relationship. Group & Organization Management, Vol.17 Issue 3, 297-308
32. Wanous, J. P. (1990), Genetic, Social & General Psychology Monographs, Vol. 116 Issue 4, 477-494
2．王重鸣 著，《心理学研究方法》，人民教育出版社，1992
3．马金、库珀、考克斯著，王新超 译，《组织与心理契约》，北京大学出版社，1999
4．卢纹岱 主编，《SPSS for Windows统计分析》，电子工业出版社，2000
5．冉斌 编著，《薪酬设计与管理》，海天出版社，2002
6．冉斌 编著，《员工满意度调查手册》，海天出版社，2002
7．罗瑾琏、隋明刚、沈荣芳、樊景立，薪资考核中的公平策略研究，同济大学学报，1998年10月，第26卷第5期
8．李晔、龙立荣、刘亚，组织公平感的形成机制研究进展，人类工效学，2002年3月第8卷第1期
9. Bettencourt, Brown. (1997), Contact Employees: Relationship Among Workplace Fairness, Job Satisfaction and Prosocial Service Behaviors. Journal of Retailing,Vol.73 Issue 1, 39-61.
10. Brian K. Boyd and Alain Salamin. (2001), Strategic Reward Systems: A Contingency Model of Pay System Design, Strategic Management Journal, 22, 777-792
11. Cynthia Lee, Kenneth S. Law and Philip Bobko. (1999), The Importance of Justice Perceptions on Pay Effectiveness: A Two-year Study of a Skill-based Pay Plan,Journal of Management, Vol.25, No.6, 851-873
12. Connier R. Wanberg (1999), Perceived fairness of layoff among individual who have been laid off: a longitudinal study. Personnel Psychology, Vol. 52 Issue 1, 59-74
13. Das, Pulak, Bhadury & Bikash. (1997), Pay Satisfaction of R&D Personnel in Manufacturing Organizations: Role of Career Comparison Process, Journal of High Technology Management Research, Vol. 8, Issue 2
14. Foard F. Jones, Vida Scarpello and Thomas Bergman. (1999), Pay Procedures What Make Them Fair? Journal of Occupational and Organizational Psychology, 72,129-145
15. Gerald T. Gabris and Douglas M. Ihrke. (2001). Does performance appraisal contribute to heightened levels of employee burnout? Public Personnel Management. Vol. 30 Issue 2, 157-172
16. Julain Barling. (1993), Interactional, formal, and distributive justice in the workplace: an exploratory study. Journal of Psychology, Vol.127 Issue 6, 649-656
17. Jasmine Tata. (2000), Influence of role and gender on the use of distributive versus procedural justice principles. Journal of Psychology, Vol. 134 Issue 3, 261-268
18. Jason D. Shaw, Nina Gupta and John E. Delery. (2001), Congruence between Technology and Compensation Systems: Implication for Strategy lmplemention,Strategic Management Journal, 22,379-386
19. Jason D. Shaw and Nina Gupta. (2001), Pay Fairness and Employee Outcome:Exacerbation and Attenuation Effects of Financial Need, Journal of Occupational and Organizational Psychology, 74, 299-320
20. Jason A. Colquitt, Donald E. Conlon, Michael J. Wesson, Christopher O. L. H. Porter, and K. Yee Ng. (2001), Justice at the Millennium: A Meta-Analytic Review of 25 Years of Organizational Justice Research, Journal of Applied Psychology, vol.86,No.3, 425-445
21. K. Denise Bane. (1999), Effect of type of voice on perceptions of fairness in performance evaluation. Journal of Social Behavior & Personality, Vol.14 Issue 1,75-88
22. Lee & Roland. (1976), The Determinants of Pay Satisfaction, Journal of Applied Psychology, Vol.61 Issue 5.
23. Myron J. Roomkin and Burton A. Weisbrod. (1999), Managerial Compensation and Incentives in For-profit and Nonprofit Hospitals, The Journal of Law, Economics and Organization, Vol.15, No.3, 750-781
24. Robert E. Ployhart and Ann M. Ryan. (1998), Applicants' reactions to the fairness of selection procedures: the effects of positive rule violations and time of measurement. Journal of Applied Psychology, Vol. 83 No. 1, 3-16
25. Shaw & Gupta. (2001), Pay Fairness and Employee Outcome: Exacerbation and Attenuation Effects of Financial Need. Journal of Occupational and Organizational Psychology, Vol.74, pp299-pp320.
26. Steve Williams. (1999), The effect of distributive and procedural justice on performance, Journal of Psychology, vol.133 Issue 2, 183-193
27. Tim M. Lindquist. (1995), Fairness as an antecedent to participative budgeting examining the effect of distributive justice, procedural justice and reference cognitions on satisfaction and performance, Journal of Management Accounting Research, Vol. 7,122-137
28. Timothy A. Judge, Edwin A. Locke. (1998), Cathy C. Durham and Averaham N.Kluger (1998), Dispositional Effects on Job and Life Satisfaction: The Role of Core Evaluation, Journal of Applied Psychology, vol.83, No.1, 17-34
29. Timothy A. Judge, Joyce E. Bono and Edwin A. Locke. (2000), Personality and Job Satisfaction: The Mediating Role of Job Characteristics, Journal of Applied Psychology, vol.85, No.2, 237-249
30. Timothy A. Judge and Joyce E. Bono. (2001), Relationship of Core Self-Evaluation Traits--Self-Esteem, Generalized Self-Efficacy, Locus of Control, and Emotional Stability--with Job Satisfaction and Job Performance: A Meta-Analysis, Journal of Applied Psychology, vol.86, No.1, 80-92
31. Vernon L. Joy and L. Alan Witt. (1992), Delay of gratification as a moderator of the procedural justice-distributive justice relationship. Group & Organization Management, Vol.17 Issue 3, 297-308
32. Wanous, J. P. (1990), Genetic, Social & General Psychology Monographs, Vol. 116 Issue 4, 477-494
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