Nordgren Selar Alexander, Gagné Marylène, Hellgren Johnny, Falkenberg Helena, Sverke Magnus
Department of Psychology, Division of Work and Organizational Psychology, Stockholm University, Stockholm, Sweden.
Future of Work Institute, Faculty of Business and Law, Curtin University, Perth, WA, Australia.
Front Psychol. 2023 Feb 28;14:949711. doi: 10.3389/fpsyg.2023.949711. eCollection 2023.
How experiences and perceptions of pay and pay setting relate to employees' job performance, willingness to remain in the organization, and health has been the subject of much debate. Previous research has typically used a variable-centered approach to investigate associations between different pay-related factors and such outcomes. In contrast, we used latent profile analysis to explore combinations of compensation characteristics (pay level, perceived horizontal pay dispersion, and procedural quality, i.e., transactional leadership and procedural pay-setting justice), combining relevant theories on the subject. Based on a nationally representative sample of private sector employees in Sweden ( = 1,146), our study identified six compensation profiles. Our key findings show, first, that higher levels of pay were generally associated with better performance, lower turnover intention, better self-rated health, and lower work-related exhaustion, especially when combined with perceptions of high procedural quality. Second, in terms of perceived horizontal pay dispersion, the results indicate that pay compression may be associated with beneficial outcomes, particularly when combined with high procedural quality. Third, procedural quality was generally associated with favorable work-related and health-related outcomes, although such positive effects may be contingent upon pay level and perceived horizontal pay dispersion. In conclusion, while pay level, perceptions of horizontal pay dispersion, and procedural quality may all matter for employee outcomes, it is important to consider their combinations.
薪酬及薪酬设定的体验与认知如何与员工的工作绩效、留在组织中的意愿以及健康状况相关，一直是诸多争论的主题。以往的研究通常采用以变量为中心的方法来调查不同薪酬相关因素与这些结果之间的关联。相比之下，我们运用潜在剖面分析，结合该主题的相关理论，来探索薪酬特征（薪酬水平、感知到的横向薪酬差异以及程序质量，即交易型领导和程序薪酬设定公平性）的组合。基于瑞典私营部门员工具有全国代表性的样本（n = 1146），我们的研究确定了六种薪酬剖面。我们的主要研究结果表明，首先，较高的薪酬水平通常与更好的绩效、较低的离职意愿、更好的自评健康状况以及较低的工作相关倦怠相关，尤其是当与对高程序质量的认知相结合时。其次，就感知到的横向薪酬差异而言，结果表明薪酬压缩可能与有益结果相关，特别是当与高程序质量相结合时。第三，程序质量通常与良好的工作相关和健康相关结果相关，尽管这种积极影响可能取决于薪酬水平和感知到的横向薪酬差异。总之，虽然薪酬水平、横向薪酬差异的认知以及程序质量可能都对员工的结果很重要，但考虑它们的组合很重要。
