UNCOVERING THE COMPLEXITIES OF PAY FAIRNESS: AN EXPLORATORY STUDY ON THE MEASUREMENT AND NATURE OF PAY FAIRNESS
Article Sidebar
Main Article Content
Abstrakt
This study aims to enhance the understanding of pay fairness in workplaces, an essential yet often overlooked aspect of workplace social relations. Using confirmatory factor analysis, we compare seven models of pay fairness inspired by current literature. We propose that pay fairness should not be treated as unidimensional, but as a multidimensional construct. A fourdimensional model of distributive, procedural, interpersonal, and informational pay fairness may be preferred in theory and compensation practice. Results suggest that four pay fairness dimensions might have distinct roles in predicting employee work functioning, confirming the complex nature of employees’ pay fairness perception.
Article Details
Bibliografia
Adams J. S. [1963], Towards an understanding of inequity, The Journal of Abnormal and Social Psychology 67 (5): 422–436.
Bamberger P. [2023], Exposing pay: Pay transparency and what it means for employees, employers, and public policy, Oxford University Press, Oxford.
Bobocel D. R., Gosse L. [2015], Procedural justice: A historical review and critical analysis, in: Cropanzano R. S., Ambrose M. L. (Eds.), The Oxford handbook of justice in the workplace, Oxford University Press, Oxford: 51–87.
Brown M., Bamberger P., Bliese P. D., Shields J. [2023], Fairness uncertainty and pay information exchange: Why and when employees disclose bonus pay to pay information websites, Journal of Organizational Behavior 44 (9): 1362–1379.
Brown M., Nyberg A. J., Weller I., Strizver S. D. [2022]. Pay information disclosure: Review and recommendations for research spanning the pay secrecy – pay transparency continuum, Journal of Management 48 (6): 1661–1694.
Cohen-Charash Y., Spector P. E. [2001], The role of justice in organizations: A metaanalysis, Organizational Behavior and Human Decision Processes 86 (2): 278–321.
Colquitt J. A. [2001], On the dimensionality of organizational justice: A construct validation of a measure, Journal of Applied Psychology 86 (3): 386–400.
Colquitt J. A., Scott B. A., Rodell J. B., Long D. M., Zapata C. P., Conlon D. E., Wesson M. J. [2013], Justice at the millennium, a decade later: A meta-analytic test of social exchange and affect-based perspectives, Journal of Applied Psychology 98 (2): 199–236.
De Gieter S., De Cooman R., Hofmans J., Pepermans R., Jegers M. [2012], Pay-level satisfaction and psychological reward satisfaction as mediators of the organizational justice-turnover intention relationship, International Studies Of Management & Organization 42 (1): 50–67.
Deconinck J., Bachmann D. [2007], The impact of equity sensitivity and pay fairness on marketing managers’ job satisfaction, organizational commitment and turnover intentions, Marketing Management Journal 17 (2): 134–141.
Dornstein M. [1989], The fairness judgements of received pay and their determinants, Journal of Occupational Psychology 62 (4): 287–299.
Douglas B. D., Ewell P. J., Brauer M. [2023], Data quality in online human-subjects research: Comparisons between MTurk, Prolific, CloudResearch, Qualtrics, and SONA, Plos one 18 (3), e0279720.
Grodzicki J. P. [2019], Employee commitment in the context of a sense of pay fairness in Poland, Journal of Organizational Behavior Research 4 (2): 275–282.
Hartmann F., Slapničar S. [2012], Pay fairness and intrinsic motivation: The role of pay transparency, The International Journal of Human Resource Management 23 (20): 4283–4300.
Jordan J. S., Turner B. A. [2008], The feasibility of single-item measures for organizational justice, Measurement in Physical Education and Exercise Science 12 (4): 237–257.
Kao A. C., Jager A. J., Koenig B. A., Moller A. C., Tutty M. A., Williams G. C., Wright S. M. [2018], Physician perception of pay fairness and its association with work satisfaction, intent to leave practice, and personal health, Journal of General Internal Medicine 33 (6): 812–817.
Kim T. Y., Weber T. J., Leung K., Muramoto Y. [2010], Perceived fairness of pay: The importance of task versus maintenance inputs in Japan, South Korea, and Hong Kong, Management and Organization Review 6 (1): 31–54.
Kim T. Y., Wang J., Chen T., Zhu Y., Sun R. [2019], Equal or equitable pay? Individual differences in pay fairness perceptions, Human Resource Management 58 (2): 169–186.
Matthews R. A., Pineault L., Hong Y. H. [2022], Normalizing the use of single-item measures: Validation of the single-item compendium for organizational psychology, Uncovering the complexities of pay fairness: An exploratory study on the measurement…
Meng F., Wu J. [2015], Merit pay fairness, leader-member exchange, and job engagement: Evidence from Mainland China, Review of Public Personnel Administration 35 (1): 47–69.
Nicklin J. M., McNall L. A., Cerasoli C. P., Strahan S. R., Cavanaugh J. A. [2014], The role of overall organizational justice perceptions within the four-dimensional framework, Social Justice Research 27 (2): 243–270.
Paoline III E. A., Lambert E. G., Hogan N. L., Keena L. D. [2018], The effects of the workplace on jail staff: The issue of perceptions of pay fairness, Corrections 3 (3): 203–224.
Ramaswami S. N., Singh J. [2003], Antecedents and consequences of merit pay fairness for industrial salespeople, Journal of Marketing 67 (4): 46–66.
Rouziou M., Dugan R., Rouziès D., Iacobucci D. [2018], Brand assets and pay fairness as two routes to enhancing social capital in sales organizations, Journal of Personal Selling & Sales Management 38 (2): 191–204.
Salimäki A., Jämsén S. [2010], Perceptions of politics and fairness in merit pay, Journal of Managerial Psychology 25 (3): 229–251.
Scarpello V., Jones F. F. [1996], Why justice matters in compensation decision making, Journal of Organizational Behavior 17 (3): 285–299.
Scott D. [2018], Pay communications and fairness: An employee perspective, Compensation & Benefits Review 50 (1): 5–20.
Shaw J. D., Gupta N. [2001], Pay fairness and employee outcomes: Exacerbation and attenuation effects of financial need, Journal of Occupational and Organizational Psychology 74 (3): 299–320.
Shields J., Scott D., Bishop J. W., Goelzer P. [2012], Pay perceptions and their relationships with cooperation, commitment and intent to quit: A field study, International Studies of Management and Organization 42 (1): 69–86.
Smit B. W., Montag-Smit T. [2019], The pay transparency dilemma: Development and validation of the Pay Information Exchange Preferences Scale, Journal of Applied Psychology 104 (4): 537–558.
Wu X., Sturman M. C., Wang C. [2013], The motivational effects of pay fairness: A longitudinal study in Chinese star-level hotels, Cornell Hospitality Quarterly 54 (2): 185–198.