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Effect of Pay Strategy on Employees' Pay Satisfaction:Testing and Modifying the Equity Theory

机译：薪酬策略对员工薪酬满意度的影响：检验和修正公平理论

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Although pay strategy is an important aspect in organizational strategic management, its effect on employees’ pay satisfaction is unclear yet. In This paper, the effect of pay strategy on employees’ pay satisfaction was examined by a simulative experiment,which was based on the Adams’ equity theory. 122 MBA students participated in the study, and a single-factor completely randomized design was employed. The results indicated that pay strategy has significant effect on employees’ pay satisfaction: market lead strategy resulted in positive reaction on pay satisfaction, but significantly only when participants’ pay was much better than referents; pay lag strategy resulted in dramatic negative reaction on pay satisfaction. The conclusion is that employees were more sensitive for market lag strategy than market lead strategy, and equity theory was unsuitable for the situations of market lead strategy. Based on the results, the theoretical contribution and practical implication of this study were discussed finally.
机译：尽管薪酬策略是组织战略管理中的重要方面，但其对员工薪酬满意度的影响尚不清楚。本文通过基于亚当斯权益理论的模拟实验，考察了薪酬策略对员工薪酬满意度的影响。 122名MBA学生参加了这项研究，并采用了单因素完全随机设计。结果表明，薪酬策略对员工的薪酬满意度有显着影响：市场领先策略对员工的薪酬满意度产生积极的反应，但只有当参与者的薪酬比参考对象要好得多时，这种影响才显着。薪酬滞后策略对薪酬满意度产生了严重的负面反应。结论是，员工对市场滞后策略比市场领先策略更敏感，权益理论不适合市场​​领先策略的情况。在此基础上，最后对本研究的理论贡献和实践意义进行了探讨。

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