Pay Transparency and Employee Engagement: the Moderating Effect of Organizational Justice

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潘雪峯(Hsueh Feng Pan) 查詢紙本館藏

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論文名稱

(Pay Transparency and Employee Engagement: the Moderating Effect of Organizational Justice)

★ Employee Value Proposition and Turnover Intention: Mediating Role of Employee Engagement

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摘要(中)

近年來，透明薪資已成為熱門話題，許多國家和企業開始實施相關政策，以確保員工獲得公平合理的報酬。然而，我們對薪資透明度與員工敬業度之間的關聯性了解甚少，回顧過去的文獻，相關研究仍顯不足。本研究運用公平理論探討了薪資透明度對員工敬業度的影響，並以組織公平作為調節變項。本研究利用便利抽樣，共收集了 229 份回覆，研究結果顯示，薪資透明度對員工敬業度有顯著且正向的影響。此外，程序公平和分配公平更增強了薪資透明度對員工敬業度的正面影響，但意外發現訊息公平則會削弱薪資透明度對員工敬業度的影響。這些發現有助於我們理解薪資透明度對員工敬業度的影響，也有助於實際應用於組織薪資政策中。

摘要(英)

Pay transparency has become a significant topic in recent years. Nations and corporations are beginning to introduce policies to guarantee fair and equitable compensation for workers. However, the impact of pay transparency on employee engagement is still understudied. This research utilizes equity theory to explore the effects of pay transparency on employee engagement and the moderating effect of organizational justice. Data for this study were collected through convenience sampling via an online survey, resulting in 229 responses. Findings revealed a positive and significant relationship between pay transparency and employee engagement. Additionally, procedural and distributive justice enhanced the positive effect of pay transparency on employee engagement, while informational justice shows a reduced impact of pay transparency on employee engagement. These findings contribute to our understanding of the mechanisms underlying pay transparency and its implications for employee engagement.

關鍵字(中)

★ 薪資透明
★ 員工敬業
★ 組織公正
★ 公平理論
★ 公平

關鍵字(英)

★ Pay transparency
★ Employee engagement
★ Organizational justice
★ Equity Theory
★ Fairness

論文目次

Abstract ..........................................................................................................................i
中文摘要.......................................................................................................................ii
Index.............................................................................................................................iii
List of Tables................................................................................................................iv
List of Figures...............................................................................................................v
I. Introduction ........................................................................................................1
II. Review of Related Literature and Hypotheses Development.............................3
2.1 Equity Theory ............................................................................................................................ 3
2.2 Pay Transparency ..................................................................................................................... 4
2.3 Employee Engagement........................................................................................................... 5
2.4 Pay transparency and Employee Engagement ................................................................ 6
2.5 Organizational Justice as a Moderator............................................................................... 7
III. Methods............................................................................................................10
3.1 Research Framework............................................................................................................ 10
3.2 Samples..................................................................................................................................... 10
3.3 Measures................................................................................................................................... 11
3.4 Analysis .................................................................................................................................... 13
IV. Results ..............................................................................................................13
4.1 Descriptive Statistics Analysis.......................................................................................... 13
4.2 Reliability Analysis............................................................................................................... 14
4.3 Harman’s Single Factor Analysis..................................................................................... 14
4.4 Correlation Analysis............................................................................................................. 14
4.5 Validity Analysis................................................................................................................... 16
4.6 Hierarchical Regression Analysis.................................................................................... 19
V. Discussion and Conclusion...............................................................................22
5.1 Implications............................................................................................................................. 23
5.2 Limitations............................................................................................................................... 24
5.3 Recommendations for Future Study................................................................................ 25
References...................................................................................................................26
Appendix I...................................................................................................................31
Appendix II .................................................................................................................34

參考文獻

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指導教授

杜可婷(Kristine V. Tuliao Kristine V. Tuliao)

審核日期

2024-6-27

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