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Employees' experiences of pay-related justice and supervisors' enacted justice: Implications of perceptual congruence for work-related attitudes and behavior
Stockholm University, Faculty of Social Sciences, Department of Psychology, Work and organizational psychology.
Stockholm University, Faculty of Social Sciences, Department of Psychology, Work and organizational psychology.
Stockholm University, Faculty of Social Sciences, Department of Psychology, Work and organizational psychology.
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2019 (English)In: Abstract Book of the 19th European Association of Work and Organizational Psychology Congress: Working for the greater good - Inspiring people, designing jobs and leading organizations for a more inclusive society, 2019, p. 1633-1633, article id 1756Conference paper, Oral presentation with published abstract (Other academic)
Abstract [en]

Purpose: Individualized pay-setting, where pay raises are based on job performance, are used in many organizations. Research suggests that employees’ justice perceptions are important for pay to have beneficial outcomes. It can also be expected that the level of agreement between employee and supervisor regarding the fairness of the pay-setting process may have similar positive effects. The aim of this study was to investigate how congruence in pay justice perceptions between supervisor and employee relates to employees’ work-related attitudes and behaviour.

Methodology: An online questionnaire was administered to all white-collar employees (N=744) and their pay-setting supervisors (N=188) of an industrial enterprise in Sweden, which had recently implemented a more individualized pay-setting system. The matched data was analysed using polynomial regression analysis.

Results: Preliminary results of the polynomial regression analyses show that employee experiences of pay-related justice related to more positive work-related attitudes, a lower inclination to leave the organization, and better job performance. The preliminary findings also indicate a tendency for more favourable outcomes among employees who experienced higher fairness congruence with their supervisor.

Limitations: The cross-sectional design does not allow for causal inferences. The study needs replication among other occupational groups, in other sectors, and in different countries.

Implications: The results highlight the importance of a transparent pay-setting process, which is perceived as fair by both supervisors and employees.

Originality/Value: While supervisors’ enacted justice has been highlighted in research on organizational justice, there is a lack of research on the congruence between supervisors and employees regarding pay-related justice perceptions.

Place, publisher, year, edition, pages
2019. p. 1633-1633, article id 1756
Keywords [en]
individualized pay-setting, pay-related justice, work-related attitudes, work-related behavior
National Category
Psychology
Research subject
Psychology
Identifiers
URN: urn:nbn:se:su:diva-174809OAI: oai:DiVA.org:su-174809DiVA, id: diva2:1360034
Conference
19th European Association of Work and Organizational Psychology Congress, Turin, Italy, May 29-June 1, 2019
Available from: 2019-10-10 Created: 2019-10-10 Last updated: 2019-10-14Bibliographically approved

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