The Relationships among Pay Secrecy, Distributive Justice, and Job-Related Outcomes

薪資保密、分配公平與工作相關結果關係之研究

葉忠興(Chung-Hsing Yeh) ； 陳建佑(Chien-Yu Chen)

《人力資源管理學報》 17卷3期 (2017/09) Pp. 85-110

https://doi.org/10.6147/JHRM.2017.1703.04

摘要

Pay secrecy has been a contentious issue in many organizations for a long time. Given the ambiguous explanations regarding its efficacy in organizations today, a deeper understanding of pay secrecy and its effects is warranted. Specifically, the purpose of this study is to fill this gap by examining the relationships between pay secrecy, distributive justice and job-related outcomes for employees. Data from 290 employees in Taiwan indicate that pay secrecy has both direct and indirect negative influences on task performance. Distributive justice fully mediates the relationship between pay secrecy and job satisfaction and the relationship between pay secrecy and organizational commitment. This study contributes to the theory, practice, and clarification of the relationships between pay secrecy and job-related outcomes.

關鍵字

pay secrecy ； distributive justice ； task performance ； job satisfaction ； organizational commitment

並列摘要

多年來薪資保密一直是許多組織的爭論性議題，由於薪資保密對於組織效能的關係仍存在模糊不清的解釋，有必要深入探討薪資保密之影響效果。本研究目的在探討薪資保密、分配公平和工作相關結果之關係，針對台灣290 位全職員工進行問卷調查，實證結果顯示薪資保密對於任務績效具有直接與間接效果。分配公平對於薪資保密與工作滿足關係以及薪資保密與組織承諾關係具有完全中介效果。本研究結果釐清薪資保密與工作相關結果之關係，並且提出相關理論貢獻與管理意涵。

並列關鍵字

薪資保密 ； 分配公平 ； 任務績效 ； 工作滿足 ； 組織承諾

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