你对透明薪酬有什么看法?对波兰薪酬透明度意见的反思性专题分析

IF 1.3 Q3 MANAGEMENT Central European Management Journal Pub Date : 2023-10-09 DOI:10.1108/cemj-10-2022-0160
Konrad Kulikowski
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引用次数: 0

摘要

随着薪酬透明度(PT)在世界各地的组织和欧盟促进开放薪酬法规的新兴趋势,PT越来越引起科学家,管理人员和政策制定者的兴趣。然而,人们对PT的看法,以及什么样的理论视角可以解释人们对透明薪酬的看法,目前还不清楚。因此,本文的目的是探索和系统化关于PT的观点,并提出理论框架来理解对PT的不同反应。设计/方法/方法对2019年波兰出现的互联网辩论进行定性反思性专题分析,以回应旨在通过在工作机会中引入强制性工资范围来改善PT的新法律法规提案。作者的分析揭示了关于PT的41个具体且经常相反的观点,这使得围绕7个有利和6个不利的高阶主题的PT相关的希望和关注得以系统化。作者的研究结果可能会让决策者和管理者了解实施PT可能存在的风险和收益。对PT的反对意见让人们意识到,PT政策在解决一些社会问题的同时,可能会产生其他问题。原创性/价值作者基于现实世界的数据,对人们对透明薪酬的看法提供了新的见解。作者提出了理解和预测对PT反应的理论视角,如霍布斯的资源守恒理论和亚当的公平理论。在此基础上,作者提出,关于薪酬分配的相反观点可以用(a)感知薪酬分散公平性和(b)感知薪酬成本效益比来解释。
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What do you think of transparent pay? The reflexive thematic analysis of opinions about pay transparency in Poland
Purpose With pay transparency (PT) as an emerging trend in organizations around the world and the European Union promoting open pay regulations, PT is of increasing interest to scientists, managers and policymakers. However, it is still unclear what people think about PT and what theoretical perspectives might explain people's views on transparent pay. Therefore, the purpose of this paper is to explore and systematize opinions about PT and to propose theoretical frameworks to understand different reactions to it. Design/methodology/approach Qualitative reflexive thematic analysis of the Internet debate that emerged in Poland in 2019 in response to the proposition of new law regulations aimed to improve PT by introducing obligatory pay ranges in job offers. Findings The author's analysis revealed a set of 41 specific and often opposite opinions about PT, which allow for the systematization of hopes and concerns related to PT around the 7 favorable and 6 unfavorable higher-order themes. Social implications The author's results might inform policymakers and managers about the possible risks and benefits of PT implementation. Revealed opposite opinions about PT raise awareness that PT policies, while solving some social problems, might simultaneously create others. Originality/value The author provides new insights into opinions that people hold about transparent pay based on real-world data. The author suggests theoretical perspectives for understanding and predicting reactions to PT, such as Hobfoll's Conservation of Resources Theory and Adam`s Equity Theory. Based on this, the authors propose that opposite opinions about PT might be explained by (a) perceived pay dispersion fairness and (b) perceived PT costs-benefits ratio.
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来源期刊
CiteScore
2.20
自引率
11.10%
发文量
21
审稿时长
24 weeks
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