Individualized pay and justice perceptions: The importance of pay-related factors and leadership characteristics
2013 (English)In: Imagine the future world: How do we want to work tomorrow?: Abstract proceedings of the 16th EAWOP Congress 2013 / [ed] G. Hertel, C. Binnewies, S. Krumm, H. Holling, & M. Kleinmann, 2013, 728-728 p.Conference paper, Poster (Other academic)
Purpose: Individualized pay has become a frequently used characteristic of organizations in the private as well as the public sector. Although the literature emphasizes that employee perceptions of justice of the pay-setting process is necessary for individualized pay to have motivational effects, comparatively few studies have investigated how such justice perceptions may be formed. The aim of the present study is to contribute to the understanding of the determinants of pay justice, by focusing on a range of pay-related factors (e.g., pay level, participation in performance reviews, knowledge about pay criteria) and leadership characteristics (e.g., feedback, goal clarity). Pay-related fairness is conceptualized in terms of distributive, procedural, informational, and interpersonal justice.
Design/Methodology: An on-line questionnaire is currently being administered to 2100 school teachers in Stockholm, Sweden.
Results: The survey data will be used to investigate the relative importance of pay-related factors and leadership characteristics for perceptions of pay justice.
Limitations: Although the cross-sectional nature of the data prohibits causal inferences, the study will provide preliminary understanding of the importance of pay-related factors and leadership characteristics for perceptions of pay justice.
Research/Practical Implications: By identifying how pay justice perceptions may be formed by pay-related factors and leadership characteristics, the study will have important implications for management practices in connection with the implementation of pay-for-performance systems.
Originality/Value: Justice can be considered an important goal in itself, given that a prerequisite for the success of any pay system is that it is perceived as fair. The study adds to the literature by identifying how such justice perceptions may be formed.
Place, publisher, year, edition, pages
2013. 728-728 p.
individualized pay, justice, pay-for-performance, reward systems
Research subject Psychology
IdentifiersURN: urn:nbn:se:su:diva-99309OAI: oai:DiVA.org:su-99309DiVA: diva2:686603
16th Congress of the European Association of Work and Organizational Psychology, 22-25 May, Münster, Germany