Xiong Guanxing, Wang X T, Li Aimei
School of Economics and Management, South China Normal University, Guangzhou, China.
Key Lab for Behavioral Economic Science & Technology, South China Normal University, Guangzhou, China.
Front Psychol. 2018 May 18;9:686. doi: 10.3389/fpsyg.2018.00686. eCollection 2018.
Within a risky choice framework, we examine how multiple reference points and anchors regulate pay perception and turnover intentions in real organizational contexts with actual employees. We hypothesize that the salary range is psychologically demarcated by three reference points into four regions, the minimum requirement (MR), the status quo (SQ), and the goal (G). Three studies were conducted: Study 1 analyzed the relationship between turnover intention and the subjective likelihood of falling into each of four expected salary regions; Study 2 tested the mediating effect of pay satisfaction on salary reference point-dependent turnover intention; and Study 3 explored the anchoring effect of estimated peer salaries. The results show that turnover intention was higher in the region below MR or between SQ and G but lower in the region above G or between MR and SQ. That is, turnover intention can be high even in situations of salary raise, if the raise is below a salary goal (i.e., leaving for a lack of opportunity) and low even in situations of salary loss, if the expected salary is still above the MR (i.e., staying for security). In addition, turnover intention was regulated by pay satisfaction and peer salaries. In conclusion, turnover intention can be viewed as a risky choice adapted to salary reference points.
在风险选择框架内，我们研究了多个参考点和锚点如何在实际组织环境中，对实际员工的薪酬感知和离职意图进行调节。我们假设，薪资范围在心理上由三个参考点划分为四个区域，即最低要求（MR）、现状（SQ）和目标（G）。我们进行了三项研究：研究1分析了离职意图与落入四个预期薪资区域中每个区域的主观可能性之间的关系；研究2测试了薪酬满意度对薪资参考点依赖型离职意图的中介作用；研究3探讨了估计的同行薪资的锚定效应。结果表明，在低于MR的区域或在SQ与G之间的区域，离职意图较高，而在高于G的区域或在MR与SQ之间的区域，离职意图较低。也就是说，如果加薪低于薪资目标（即因缺乏机会而离职），即使在加薪的情况下，离职意图也可能很高；如果预期薪资仍高于MR（即因安全感而留任），即使在薪资减少的情况下，离职意图也可能很低。此外，离职意图受到薪酬满意度和同行薪资的调节。总之，离职意图可被视为一种适应薪资参考点的风险选择。
