员工对薪酬透明度的回应

IF 1.5 Q3 PSYCHOLOGY, APPLIED
Rosanna Stofberg, C. Mabaso, M. Bussin
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引用次数: 1

摘要

薪酬透明度经常被视为一个有争议的话题(Birkinshaw&Cable,2017)。披露员工收入信息的公司经常成为头条新闻(Loudenback,2017),一些公司认为,Glassdoor.com等在线薪酬共享工具的普及将使薪酬透明度成为年轻一代对雇主的期望(Marasi&Bennett,2016)。这一趋势自然让一些雇主和人力资源从业者感到紧张,因为提高透明度可能会暴露薪酬不平等,造成声誉损害或增加成本(Zenger,2016)。这些潜在影响在学术文献中仍然没有得到充分的研究,薪酬透明度对各种组织结果的潜在影响,如工作人员流动和员工满意度(Smit&Montag-Smitt,2018;Trotter、Zacur和Stickney,2017),使雇主和人力资源部更难知道如何处理薪酬透明度。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Employee responses to pay transparency
Pay transparency is often seen as a controversial topic (Birkinshaw & Cable, 2017). Companies that have disclosed information about what employees earn frequently make headlines (Loudenback, 2017), and some argue that the prevalence of online salary sharing tools such as Glassdoor.com will make pay transparency something that younger generations will simply expect of their employers (Marasi & Bennett, 2016). This trend has naturally made some employers and human resource (HR) practitioners nervous that greater transparency could expose pay inequalities, cause reputational damage or increase costs (Zenger, 2016). These potential impacts remain understudied in the academic literature, as do the potential impacts of pay transparency on various organisational outcomes such as job turnover and employee satisfaction (Smit & Montag-Smit, 2018; Trotter, Zacur, & Stickney, 2017), making it harder for employers and HR to know how to handle pay transparency.
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来源期刊
CiteScore
3.00
自引率
14.30%
发文量
26
审稿时长
35 weeks
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