| 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。 |
| 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 |
| DOI： |
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| Can Employees’ Wage Difference and Equity Difference Threshold Affect Their Psychology and Behaviors?—Empirical Test Based on the Employees’ Distributive Fairness, Task Performance and Deviating Behavior |
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YU Xuan1, CHEN Wei-zheng21,2
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1. School of Management, Chongqing Technology and Business University, Chongqing 400067, China;2.Business School, Sichuan University, Sichuan Chengdu 610064, China
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| Abstract: |
| By taking 581 employees in the enterprises in Chengdu, Chongqing and Kunming as research sample, the employees are divided into such two groups as the group with difference in wage difference and equity difference threshold and the group without the difference, this paper analyzes the impact of employees’ wage difference and equity difference threshold on distributive equity and task performance and the deviating behaviors in the group with difference and the group without the difference. The empirical results show that in the class of equity difference threshold （between general employees and grassroots managers, between general employees and middle managers, between general employees and general senior managers, between general employees and enterprises’ top leader）, the employees’ distributive equity either in the group with or without differences has significant difference. The employees’ distributive equity and task performance in the group without difference are significantly greater than that in the group with difference. In the class of equity difference threshold （among general employees in the same position, between general employees and grassroots managers, between general employees and general senior managers, between general employees and enterprises’ top leader）, the employees’ deviating behavior shows no significant difference in both the group with differences and the group without； The employees’ deviating behavior in the group without difference is significantly less than that in the group with difference. The Employees’ task performance demonstrates significant difference between the group with difference and the group without the difference. In the comparison between general employees, between general employees and grassroots managers, between general employees and general senior managers and between general employees and enterprise’s top leader, the employees’ deviating behaviors show significant difference between the group with difference and the group without the difference. Enterprises should scientifically test equity difference threshold of employees at different level and rationally design wage difference. |
| Key words: equity difference threshold wage difference distributive fairness sense employees’ task performance employees’ deviant behavior relative deprivation theory social comparison theory wage management |
