Pay equity perceptions and pay disclosure preferences: the moderating role of pay transparency

IF 1.8 Q3 MANAGEMENT Nankai Business Review International Pub Date : 2023-12-20 DOI:10.1108/nbri-06-2023-0052
Ormonde Cragun, Jason Kautz, Lin Xiu
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Abstract

Purpose

This study aims to explore how individual-level and organizational-level factors interact to influence pay information (PI) seeking and PI sharing preferences in PI conversations (i.e. the face-to-face communications context). The authors examine how an individual’s judgment of their pay relative to others – or pay equity perception – affects their PI seeking and PI sharing preferences and how those relationships are affected by organizationally created pay transparency policies and pay transparency practices.

Design/methodology/approach

Using a 2 × 2 × 2 experimental design on the MTurk platform, the authors used a scenario-based prompt method to manipulate employee perceptions of pay equity and organizational pay transparency and tested those effects on employee pay disclosure preferences. The authors consider both pay policy and pay practice dimensions of pay transparency and both PI seeking and PI sharing dimensions of pay disclosure preferences. The final sample had 597 participants.

Findings

The authors find employees’ pay equity perceptions are negatively related to PI seeking behaviors and are even more so when organizations have restrictive pay transparency policies. Also, both pay transparency policy and pay transparency practice increase PI sharing preferences.

Originality/value

The authors provide insight into how individual perceptions drive pay disclosure motivations and the role of organizational policy and practice in influencing pay disclosure preferences within PI conversations. The authors provide insight into the antecedents that shape pay disclosure preferences, which lead to a both PI conversations among coworkers and an increase in one’s pay understanding. This study shows the contextual nature of PI seeking and PI sharing preferences, which are a motivational antecedent to pay-related sensemaking behaviors.

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薪酬公平观念与薪酬披露偏好:薪酬透明度的调节作用
研究目的 本研究旨在探讨个人层面和组织层面的因素如何相互作用,影响个人薪酬信息(PI)寻求和个人薪酬信息分享偏好。作者研究了个人对其薪酬相对于他人的判断--或薪酬公平感--如何影响其薪酬信息寻求和薪酬信息分享偏好,以及这些关系如何受到组织制定的薪酬透明政策和薪酬透明实践的影响。设计/方法/途径作者在 MTurk 平台上采用 2 × 2 × 2 实验设计,使用基于情景的提示方法来操纵员工对薪酬公平和组织薪酬透明的感知,并测试这些感知对员工薪酬披露偏好的影响。作者考虑了薪酬透明度的薪酬政策和薪酬实践两个维度,以及薪酬披露偏好的PI寻求和PI分享两个维度。研究结果作者发现,员工的薪酬公平感与寻求 PI 的行为呈负相关,当组织有限制性的薪酬透明政策时,员工的薪酬公平感与寻求 PI 的行为呈负相关。此外,薪酬透明政策和薪酬透明实践都会增加员工分享个人信息的偏好。原创性/价值作者深入分析了个人认知如何驱动薪酬披露动机,以及组织政策和实践在影响员工在个人信息对话中的薪酬披露偏好方面的作用。作者深入探讨了形成薪酬披露偏好的前因后果,这些前因后果导致了同事之间的薪酬披露对话和个人薪酬理解的增加。这项研究显示了寻求个人薪酬信息和分享个人薪酬信息偏好的情境性质,这是薪酬相关感知行为的动机前因。
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来源期刊
CiteScore
2.30
自引率
3.60%
发文量
32
期刊介绍: Nankai Business Review International (NBRI) provides insights in to the adaptation of American and European management theory in China, the differences and exchanges between Chinese and western management styles, the relationship between Chinese enterprises’ management practice and social evolution and showcases the development and evolution of management theories based on Chinese cultural characteristics. The journal provides research of interest to managers and entrepreneurs worldwide with an interest in China as well as research associations and scholars focusing on Chinese problems in business and management.
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