Year: 2013
Type: article
Study design: Observational Study
Abstract: The present study examined the association between pay secrecy and its outcomes.Based on theories of justice and equity, pay secrecy was hypothesized to positively influence the four facets of pay satisfaction (i.e., pay level, raises, benefits, and administration) through procedural and distributive justice.The pay secrecy-justice-pay satisfaction relationship was proposed to be conditional on the value of equity sensitivity, such that it would be the strongest for individuals with the highest sensitivity for inequity.Thus, utilizing a sample of 187 individuals, a moderatedmediation model of pay secrecy was tested.Results were inconsistent with the hypothesized model, in that equity sensitivity did not moderate the relationship between pay secrecy and the pay satisfaction facets, when it was mediated by procedural and distributive justice.Furthermore, neither procedural nor distributive justice mediated the pay secrecy-pay satisfaction relationship.Thus, the current findings suggest that there are no individual differences in the perceptions of justice and pay attitudes between equity sensitive and equity insensitive employees working in organizations with varying degrees of pay secrecy.The limitations of the study and future research directions are discussed.
Author: Julia Berger
Institution: Bowling Green State University
Language: English
Domain: Social Sciences
Open Access status: green
OpenAlex ID: W2734621413