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How and When Pay Transparency Works? : The Effect of Classified Pay Transparency on Behavioral and Attitudinal Outcomes : 임금정보투명성의 분류와 행동적, 태도적 결과에 미치는 영향
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- Authors
- Advisor
- 이정연
- Major
- 경영대학 경영학과
- Issue Date
- 2018-08
- Publisher
- 서울대학교 대학원
- Description
- 학위논문 (석사)-- 서울대학교 대학원 : 경영대학 경영학과, 2018. 8. 이정연.
- Abstract
- Recently, although the movement toward workplace pay transparency has become radical, the definition and consequence of pay transparency are still highly controversial topic. This research classified the types of pay transparency
pay criteria, pay level, and payee transparency, and is first to conduct the empirical test of positive and negative consequences from different types of pay transparency practices. Mediation effect of procedural and distributive fairness perception, perception of privacy invasion, and organizational conflict between pay transparency and job satisfaction, task performance, and organizational citizenship behavior has been examined. First, exploratory factor analysis has been used to classify different pay transparency practices and then field survey examined the direct and indirect effects of each pay transparency separately. HLM has been used to examine the 2-1-1 multilevel effect of pay transparency practices to individual outcomes. Pay criteria showed significant direct effect to job satisfaction and pay level transparency showed positive direct effect to three outcome variables. Payee transparency does not have any direct effect on outcome or mediator variables. While distributive fairness showed full mediation effect on the relationship between pay level transparency and job satisfaction, other mediation mechanisms were insignificant. Theoretical and practical implications are discussed.
- Language
- English
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