| COGNITIVE APPRAISAL AND PAY FAIRNESS PERCEPTION: THE MODERATING EFFECTS OF PREFERENCE FOR CONSISTENCY AND THE MERIT PRINCIPLE |
Received:October 11, 2017 Revised:October 11, 2017 |
Key Words: social comparison, deserved comparison, pay fairness, preference for consistency, preference for the merit principle |
| Author Name | Affiliation | | TAE-YEOL KIM | China Europe International Business School | | JIE WANG* | The University of Nottingham Ningbo China | | TINGTING CHEN | Lingnan University | | YUE ZHU | Zhejiang Gongshang University | | RUI SUN | China Europe International Business School |
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Abstract: |
| The latest theoretical advances provide an opportunity to extend the understanding of the forming of pay fairness by incorporating social and deserved comparisons. Results based on a sample of 167 employees demonstrated non-symmetric curvilinear relationships between social/deserved comparison and pay fairness. Specifically, pay fairness was low when employees received lower pay than similar others or than what they believed they deserved, increased as their pay exceeded that of a similar other or deserved pay to some extent, and then decreased when overpayment was considerable. In addition, results show the moderating effects of preference for consistency and the merit principle. |
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