薪酬分配差异对员工心理的影响与作用机制分析-analysis of the influence and mechanism of salary distribution differences on employees psychology.docx

理论模型。这些研究结果不仅对薪酬差异的理论研究进行了跨文化拓展，还显示了文化价值观对薪酬差异与个人产出关系的重要调节作用。第三个研究是关于部门内部横向薪酬比较对员工薪酬满意度的促发机制的实证研究。考虑到工资和福利在支付形式与分配规则上的差异性，从社会比较理论视角对实际收入水平、收入内部比较与个人工资和福利满意度的关系进行了对比研究，并检验了部门规模的调节效应。实证结果表明：员工的实际工资水平与工资满意度无显著相关，部门内的工资比较对工资满意度有正向影响，但在部门层面该作用效果无显著差异；相反，员工的实际福利水平对福利满意度有显著正向影响，部门内福利比较的预测作用则并不稳定，但在规模较小的部门内，福利比较对福利满意度仍然有正向影响。以上研究结果明确了在差异化的薪酬分配结构下，内部薪酬比较对员工负面态度的促发机制，并且归纳总结出公平理论和差异理论对个人工资与福利满意度的差异化预测效果，为今后开展相关实证研究提供了理论基础。最后，总结本文的主要研究结论，并且指出了本研究的不足以及未来的研究方向。关键词：薪酬分配；薪酬差异；情感承诺；薪酬满意度；离职倾向AbstractPaydistributionplaysacriticalroleintheemployee-organizationrelationships(EOR)betweenemployeesandtheorganization.WiththerapiddevelopmentandtransisionofChina’seconomy,boththedistributiverulesoforganizationsandindividuals’preferencesandvaluestowardtheresourceallocationhavechangedsignificantly.Undersuchaeconomicandculturalcontext,thisstudyfocusesonthepaydistributionpracticeinworkgroupsofthecontemparyChineseorganizations,andexaminestherelationshipbetweenworkgrouppaydispersionandemployees’psychologicaloutcomes,aswellasitsunderlyingmechanismsandboundaryconditions.Anarrativeliteraturereviewwasincludedinthefirstpartofthisdissertation.Itconsistedofthreemajorparts.Partoneoutlinedthedefinition,conceptualnature,andoperationalizationsofpaydispersion,aswellastherelevanttheoreticalperspectives.Parttworeviewedtheempiricalstudiesregardingtheeffectsofpaydispersiononcollectiveoutcomesattheorganizationallevel.Partthreereviewedtheextantempiricalresearchregardingtheeffectsofpaydispersiononemployeeattitudesandbehaviors.Basedonthisliteraturereview,severaltheoreticalvoidsweredisuccsedandthemainpurposesofthisdissertationwerealsoidentified.Threeempiricalstudieswereconductedtosystematicallyinvestigatethecross-leveleffectsofgrouppaydispersiononemployees’affectiveorganizationalcommitment,angturnoverintention,andpaysatisfaction.Thefirststudyanalyzedtheeffectofpaydispersiononemployeeaffectiveorganizationalcommitment,andexploredunderwhatconditionsadispersedpaystructurewouldjeopardizeaffectivecommitmentofemployees.Inconsi