Zhao Lei, Ye Junhui, Wu Xuexian, Hu Fengpei
Center for Brain Science, College of Economics and Management, Zhejiang University of Technology, Hangzhou, China.
Department of Social Science, Zhejiang Police College, Hangzhou, China.
Front Psychol. 2018 Feb 19;9:193. doi: 10.3389/fpsyg.2018.00193. eCollection 2018.
We examined the influence of three reference points (minimum requirements [MR], the status quo [SQ], and goal [G]) proposed by the tri-reference point (TRP) theory on fairness and satisfaction perceptions of pay in three laboratory experiments. To test the effects, we manipulated these three reference points both implicitly (Experiment 1) and explicitly (Experiments 2 and 3). We also provided the information of the salary offered to a peer person that was lower than, equal to, or higher than the salary offer to the participant. As hypothesized, the results demonstrated the important role of these reference points in judging the fairness of and satisfaction with pay when they were explicitly set (an interaction between reference points and social comparison in Experiments 2 and 3, but not in Experiment 1). Participants altered their judgments when the salary was in different regions. When the salary was below MR, participants perceived very low fairness and satisfaction, even when the offer was equal to/exceeded others. When the salary was above G, participants perceived much higher fairness and satisfaction, even with disadvantageous inequality. Participants were more impacted when they were explicitly instructed of the reference points (Experiments 2 and 3) than when they were not (Experiment 1). Moreover, MR appeared to be the most important, followed by G. A Salary below MR was judged as very unacceptable, with very low fairness and satisfaction ratings.
我们在三项实验室实验中考察了三参照点（TRP）理论提出的三个参照点（最低要求[MR]、现状[SQ]和目标[G]）对薪酬公平感和满意度认知的影响。为了测试这些影响，我们通过隐性（实验1）和显性（实验2和3）两种方式对这三个参照点进行了操控。我们还提供了向一位同龄人提供的薪酬信息，该薪酬低于、等于或高于向参与者提供的薪酬。正如假设的那样，结果表明，当这些参照点被明确设定时，它们在判断薪酬公平性和满意度方面发挥着重要作用（实验2和3中参照点与社会比较之间存在交互作用，但实验1中不存在）。当薪酬处于不同区间时，参与者会改变他们的判断。当薪酬低于最低要求时，即使该薪酬等于/超过其他人，参与者也会感到非常低的公平感和满意度。当薪酬高于目标时，即使存在不利的不平等，参与者也会感到更高的公平感和满意度。与未得到明确指示（实验1）相比，当得到明确指示（实验2和3）时，参与者受到的影响更大。此外，最低要求似乎是最重要的，其次是目标。低于最低要求的薪酬被判定为非常不可接受，公平感和满意度评分很低。
