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Pay justice attention! A systematic literature review of antecedents and consquences of pay justice
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.
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. 1149-1149, article id 562Conference paper, Oral presentation with published abstract (Other academic)
Abstract [en]

Purpose: Employee perceptions of pay as fair have been suggested to be important for motivation and performance. This circumstance, together with an increase in pay-systems where annual pay raises in part are based on employees’ performance, has directed attention to the justice of pay. The aim of this systematic literature review was to describe research focusing on (1) what contributes to perceptions of pay justice and (2) the potential consequences of pay justice.

Methodology: Literature search in large databases were performed. Major search terms were “pay justice” and” pay-related justice”, supplemented with searches of concepts that emerged as important such as “performance evaluation” and “feedback”. Priority was given to studies published in the year 2000 and later.

Results: In terms of predictors, performance assessments, knowledge of pay-setting criteria, feedback, performance appraisal and the supervisor´s ability to fulfil the requirements as pay-setters, were important for employee perceptions of pay justice. Consequences of pay justice were less studied but a positive relation with pay satisfaction was reported.

Limitations: The literature search was done on pay justice specifically. This means that studies focusing on organizational justice were generally not included, even if such studies could include pay.

Research/Practical Implications: The results provide insights regarding how different aspects of the pay-setting process relate to pay justice and indicate that less is known about the consequences of pay justice.

Originality/Value: Although several reviews and meta-analyses concerning organizational justice in general exists, to our knowledge, this is the first review focusing on pay justice specifically.

Place, publisher, year, edition, pages
2019. p. 1149-1149, article id 562
Keywords [en]
pay justice, pay-related justice, employee perceptions
National Category
Psychology
Research subject
Psychology
Identifiers
URN: urn:nbn:se:su:diva-174802OAI: oai:DiVA.org:su-174802DiVA, id: diva2:1360016
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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