Goelema Emma, Boodoo Muhammad Umar, Makki Fadi, Baasiri Ahmad, Kontar Jana, Kirilov Georgi, Vlaev Ivo
Warwick Business School, University of Warwick, Scarman Road, Coventry CV4 7AL, UK.
Boston Consulting Group, Washington, DC 20005, USA.
Behav Sci (Basel). 2024 Oct 10;14(10):924. doi: 10.3390/bs14100924.
During the COVID-19 pandemic, many organisations worldwide asked their employees to accept a temporary salary reduction to manage the financial consequences of the unprecedented event. In this paper, we use a CEO's salary reduction announcement to all employees and investigate whether a behaviour change intervention using five selected Behaviour Change Techniques (BCTs) increases expat employees' overall willingness to accept a temporary salary reduction. We use mixed qualitative and quantitative methods, including survey and experiment, to test our hypotheses and frame our results. The results show that, while the direction of impact was positive, respondents were overall not significantly more likely to accept a temporary salary reduction. However, a significant effect was found for the individual BCT 'Modelling'. Participants were significantly more likely to accept a pay cut if they knew their senior management took a larger cut than asked of participants. The outcomes of this study suggest that the availability of a financial buffer and the strength of the employer-employee relationship play a, possibly more important, role in employees' willingness to accept a pay reduction. In addition, leadership matters as this study shows that people are more willing to accept a salary reduction when senior management leads the way.
在新冠疫情期间，全球许多组织要求员工接受临时性减薪，以应对这一史无前例事件带来的财务影响。在本文中，我们利用一位首席执行官向全体员工发布的减薪公告，研究运用五种选定的行为改变技术（BCTs）进行的行为改变干预是否会提高外派员工接受临时性减薪的总体意愿。我们采用定性和定量相结合的方法，包括调查和实验，来检验我们的假设并阐述研究结果。结果表明，虽然影响方向是积极的，但总体而言，受访者接受临时性减薪的可能性并没有显著增加。然而，发现个别行为改变技术“示范”有显著效果。如果参与者知道他们的高级管理层减薪幅度大于要求参与者的减薪幅度，那么他们接受减薪的可能性会显著更高。本研究结果表明，财务缓冲的可用性以及雇主与员工关系的强度在员工接受减薪的意愿方面可能发挥着更重要的作用。此外，领导力很重要，因为本研究表明，当高级管理层带头时，人们更愿意接受减薪。
