THE EFFECTS OF BETWEEN-GROUP PAY DISPERSION

• 成果类型: Article
• 署名作者: Zhang, Zhengtang; He, Wei; Park, Tae-Youn; Xing, Zhijie; Wu, Xiaoyue
• 署名单位: Nanjing University; Sungkyunkwan University (SKKU); Cornell University; Zhongnan University of Economics & Law; Nanjing University
• 刊物名称: ACADEMY OF MANAGEMENT JOURNAL
• ISSN/ISSBN: 0001-4273
• DOI: 10.5465/amj.2021.0799
• 发表日期: 2023
• 页码: 1860-1895
• 关键词: HUMAN-RESOURCE ARCHITECTURE; SOCIAL-COMPARISON PROCESSES; ORGANIZATIONAL JUSTICE; CASH COMPENSATION; TOP MANAGEMENT; performance; LEVEL; GENDER; work; satisfaction

摘要

Although allocating resources (e.g., pay) between different job groups is a critical strategic decision, relevant research is limited. Focusing on the form of pay allocation across job groups, we consider the organizational consequences of between-group pay dispersion (BGPD). Building on the multiple social comparison literature, we propose that employees construe both large and small BGPD as fair when it is aligned with the size of explained within-group pay dispersion (WGPD). We also propose that the interaction effect of BGPD and WGPD on the distributive justice climate be extended to organizational performance via intergroup helping and employee stability (voluntary turnover rates). We present supportive evidence of the hypotheses using two multiwave studies (Study 1: 205 retail stores located in China and comprising 4,234 employees, 1,899 group leaders, and 303 senior managers, featuring objective pay data; Study 2: 123 bank branches of a large state-owned bank in China) and a supplementary qualitative study.