TMT-종업원 임금격차와 이직 및 이직의도: 공정성 풍토 및 지각의 조절효과를 중심으로
The Effect of the Pay Gap on Turnover and Turnover Intention: Moderating Effect of Fairness Climate/Perception
0
조회
0
다운로드
7
인용
0
참고문헌
키워드
초록
임금격차는 조직구성원들의 태도 및 행동, 그리고 조직성과와 밀접한 관련이 있기 때문에 이 분야에 대한 관심이 증가하고 있다. 본 논문은 사회적 이슈로 주목받고 있는 TMT와 종업원 사이의 임금격차에 초점을 두고 공정성 이론을 바탕으로 종업원 이직 및 이직의도에 대한 모형개발을 목적으로 한다. 더불어 임금격차 효과에 있어 공정성 풍토 및 지각이 어떠한 조절효과를 나타내는지를 탐색하였다. 본 논문은 가설검정을 위하여 조직수준 분석(STUDY 1)과 다수준 분석(STUDY 2)으로 구분하여 연구를 수행하였다. 분석결과, 임금격차는 종업원 이직과 정적 관계를 나타냈고, 공정성 풍토가 부의 방향으로 조절효과를 나타냈다. 더불어 임금격차는 종업원 이직의도와 부적 관계를 나타냈고, 공정성 지각도 부의 방향으로 조절효과를 나타냈다. 추가적으로 본 논문에서는 임금격차가 종업원 직급별(부장, 과장, 사원)로 차별적인 효과가 있다는 것을 확인하였다. 이러한 연구결과를 바탕으로 임금격차에 관한 이론적 및 실무적 시사점과 함께 향후 연구과제를 제시하였다.
Abstract
Recently there has been a growing interest in pay gap because it is closely related to attitudes and behaviors of employees and organizational performance. This paper focuses on pay gap between top management team (TMT) and employees and attempts to develop a model of employee turnover and turnover intention based on equity theory. In addition, this study explores moderating effect of the fairness climate and perception on the relationship between pay gap and turnover/turnover intention. This study examines the hypotheses at both organizational level (STUDY 1) and multi-level (STUDY 2). The results show that increasing pay gap has a positive effect on employee turnover, and the fairness climate negatively moderates the relationship between pay gap and employee turnover. Also, this study find the negative relationship between pay gap and turnover intention, while employee’s fairness perception negatively moderates the relationship. Additionally, this study shows that differential effect of pay gap on employee’s attitudes based on the rank of employees (Senior manager, manager, junior employee). Based on the results of these study, we suggest the theoretical and practical implications of this study.
참고문헌 (95)
- 고욱, "집단수준의 공정성풍토와 집단수준의 조직시민행동 : 팀몰입의 매개효과", 인사조직연구, 20(1), pp.1~49 (2012), 한국인사조직학회
- 구자숙, "기업 내 임금분산의 선행요인 및 효과: 성과급의 임금분산 효과 및 임금분산의 의식과 태도에 대한 영향을 중심으로", 직업능력개발연구, 11(3), pp.285~306 (2008), 한국직업능력연구원[DOI]
- 김영조, "고용조정의 공정성 및 고용조정의 강도가 잔류 구성원들의 태도에 미치는 영향에 관한 연구", 인사조직연구, 9(2), pp.93~130 (2001)
- 김윤호, "고성과작업시스템과 기업성과 : 인적자원관리 시스템 강도 구성요인들의 조절효과", 산업관계연구, 25(2), pp.125~154 (2015), 한국고용노사관계학회
- 문형구, "국내 조직공정성 연구의 동향과 향후 과제", 인사조직연구, 17(2), pp.229~306 (2009), 한국인사조직학회
- 박계홍, "조직행동론" (2014), 형설출판사
- 박원우, "다수준분석의 절차와 방법 : WABA를 중심으로", 경영논집, 39(1), pp.59~90 (2005)
- 박원우, "동일방법편의(Common Method Bias)의 원인과 해결방안", 인사조직연구, 15(1), pp.89~133 (2007), 한국인사조직학회
- 배수현, "근로자의 이직의도와 교육훈련내용의 직무연관성, 직무스트레스, 조직커뮤니케이션 및 직무 만족의 관계", 직업교육연구, 35(6), pp.113~141 (2016), 한국직업교육학회
- 서유미, "조직냉소주의에 미치는 통제위치와 공정성 풍토의 영향에 관한 다수준 연구", 조직과 인사관리연구, 40(1), pp.99~135 (2016), 한국인사관리학회
- 신창운, "한국 대기업 사원의 직무만족에 대한단일항목과 다중항목 측정치 비교", 지역사회학, 6(1), pp.173~185 (2004)
- 엄동욱, "기업 내 임금격차와 기업성과: 인적자본기업패널을 활용한 잔차임금분산의 효과를 중심으로", POSRI경영경제연구, 11(1), pp.140~170 (2011), 포스코경영연구소
- 이광희, "고과결과에 대한 지각, 결과변수, 그리고 공정성 지각의 관계에 대한 연구", 인사조직연구, 10(1), pp.27~54 (2002), 한국인사조직학회
- 이희연, "고급통계분석론(이론과 실습)" (2015), 문우사
- 최장호, "참여 증진형 인사제도와 종업원 태도 간의 관계에 대한 다수준분석", 조직과 인사관리연구, 34(1), pp.1~24 (2010), 한국인사관리학회
- 한국직업능력개발원, "인적자본기업패널 1차(2005)~6차(2015)년도 조사사용자 지침서" (2015), 한국직업능력개발원
- 한태영, "권한위임과 조직공정성이 직무효과성에 미치는 영향에 대한 다수준적(multilevel) 고찰", 인사조직연구, 14(1), pp.183~216 (2006), 한국인사조직학회
- 한국의 공정성 규범에 대한 실증분석과 소득재분배 정책에의 시사점, "황수경", KDI, 1~102, pp.KDI 정책연구시리즈, 2015(5) (2015)
- Aguinis, H., "Star performers in twenty-first century organizations", Personnel psychology, 67(2), pp.313~350 (2014)
- Aiken, L. S., "Multiple regression : Testing and interpreting interactions, Newbury" (1991), Sage
- Alexander, S., "The role of procedural and distributive justice in organizational behavior", Social Justice Research, 1(2), pp.177~198 (1987)
- Allen, D. G., "Turnover intentions and voluntary turnover : the moderating roles of self-monitoring, locus of control, proactive personality, and risk aversion", Journal of Applied Psychology, 90(5), pp.980~990 (2005)
- Arthur, J. B., "The Link between Business Strategy and Industrial Relations Systems in Ame rican Steel Mini-mills", Industrial and Labor Relations Review, 45(3), pp.488~506 (1992)
- Bebchuk, L. A., "The CEO pay slice", Journal of Financial Economics, 102(1), pp.199~221 (2011)
- Bloom, M., "The relationships among organizational context, pay dispersion, and among managerial turnover", Academy of Management Journal, 45(1), pp.33~42 (2002)
- Bloom, M., "The performance effects of pay dispersion on individuals and organizations", Academy of Management Journal, 42(1), pp.25~40 (1999)
- Bowen, D. E., "Understanding HRM-firm performance linkages : The role of the strength of the HRM system", Academy of Management Review, 29(2), pp.203~221 (2004)
- Bretz Jr, R. D., "The current state of performance appraisal research and practice : Concerns, directions, and implications", Journal of Management, 18(2), pp.321~352 (1992)
- Brockner, J., "An integrative framework for explaining reactions to decisions : interactive effects of outcomes and procedures", Psychological Bulletin, 120(2), pp.189~208 (1996)
- Carpenter, M. A., "The effects of top management team pay and firm internationalization on MNC performance", Journal of Management, 30(4), pp.509~528 (2004)
- Cascio, W. F., "Managing human resources" (2006), Mc Graw-Hill
- Cho, Y. J., "Turnover intention and turnover behavior : Implications for retaining federal employees", Review of Public Personnel Administration, 32(1), pp.4~23 (2012)
- Cohen-Charash, Y., "The role of justice in organizations : A meta-analysis", Organizational Behavior and Human Decision Processes, 86(2), pp.278~321 (2001)
- Connelly, B. L., "Minding the gap : antecedents and consequences of top management-to-worker pay dispersion", Journal of Management, 42(4), pp.862~885 (2016)
- Cowherd, D. M., "Product quality and pay equity between lower-level employees and top management : An investigation of distributive justice theory", Administrative Science Quarterly, 37(2), pp.302~320 (1992)
- Crosby, F., "A model of egoistical relative deprivation", Psychological Review, 83(2), pp.85~113 (1976)
- Dalton, D. R., "On the use of"Intent to…"variables in organizational research : An empirical and cautionary assessment", Human Relations, 52(10), pp.1337~1350 (1999)
- Delery, J., "Modes of Theorizing in Strategic Human Resource Management : Tests of Universalistic, Contingency, and Configurational Performance Predictions", Academy of Management Journal, 39(4), pp.802~835 (1996)
- Ding, D. Z., "Effects of inter-and intra-hierarchy wage dispersions on firm performance in Chinese enterprises", The International Journal of Human Resource Management, 20(11), pp.2370~2381 (2009)
- Downes, P. E., "Employee reactions to pay dispersion : A typology of existing research", Human Resource Management Review, 24(1), pp.53~66 (2014)
- Folger, R., "Effects of procedural and distributive justice on reactions to pay raise decisions", Academy of Management Journal, 32(1), pp.115~130 (1989)
- Gnyawali, D. R., "The impact of the CEO pay gap on firm competitive behavior", Group and Organization Management, 33(4), pp.453~484 (2008)
- Griffeth, R. W., "A meta-analysis of antecedents and correlates of employee turnover : Update, moderator tests, and research implications for the next millennium", Journal of Management, 26(3), pp.463~488 (2000)
- Gupta, N., "Employee compensation : The neglected area of HRM research", Human Resource Management Review, 24(1), pp.1~4 (2014)
- Gupta, N., "The many faces of pay variation", Human Resource Management Review, 22(2), pp.100~115 (2012)
- Henderson, A. D., "Top management team coordination needs and the CEO pay gap : A competitive test of economic and behavioral views", Academy of Management Journal, 44(1), pp.96~117 (2001)
- Heyman, F., "Pay inequality and firm performance : evidence from matched employeremployee data", Applied Economics, 37(11), pp.1313~1327 (2005)
- Hui, C., "Turnover intention and performance in China : The role of positive affectivity, Chinese values, perceived organizational support and constructive controversy", Journal of Occupational and Organizational Psychology, 80(4), pp.735~751 (2007)
- Huselid, M. A., "The impact of human resource management practices on turnover, productivity, and corporate financial performance", Academy of Management Journal, 38(3), pp.635~672 (1995)
- Jackson, S., "Understanding Human Resource Management in the Context of Organizations and Their Environments", Annual Review of Psychology, 46, pp.237~264 (1995)
- Kepes, S., "Contingencies in the effects of pay range on organizational effectiveness", Personnel Psychology, 62(3), pp.497~531 (2009)
- Kline, T. J., "Organizational structure, context, and climate : Their relationships to job satisfaction at three managerial levels", The Journal of General Psychology, 118(4), pp.305~316 (1991)
- Lawler, E. L., "Pay and Organizational Effectiveness:A Psychological View" (1971), Mc Graw- Hill
- Lazear, E. P., "Rank-order tournaments as optimum labor contracts", Journal of political Economy, 89(5), pp.841~864 (1981)
- Lazear, E. P., "Personnel economics : past lessons and future directions", J. Labor Econ, 17(2), pp.199~236 (1999)
- Leonard, J. S., "Executive pay and firm performance", ILR Review, 43(3), pp.13~ (1990)
- Levine, D. I., "Cohesiveness, Productivity, and Wage Dispersion", Journal of Economic Behavior and Organization, 15(2), pp.237~255 (1991)
- Lind, E. A., "Procedural Justice and Culture", International Journal of Psychology, 27(2), pp.227~242 (1992)
- Lind, E. A., "Apparent impropriety and procedural fairness judgments", Journal of Experimental Social Psychology, 21(2), pp.19~29 (1985)
- McFarlin, D. B., "Distributive and procedural justice as predictors of satisfaction with personal and organizational outcome", Academy of Management Journal, 35(3), pp.626~637 (1992)
- Messersmith, J. G., "Executive turnover : the influence of dispersion and other pay system characteristics", Journal of Applied Psychology, 96(3), pp.457~469 (2011)
- Naumann, S. E., "A case for procedural justice climate : Development and test of a multilevel model", Academy of Management Journal, 43(5), pp.881~889 (2000)
- Noe, R., "Human Resource Management" (2013), Mc GrawHill Education
- Park, J., "Pay dispersion and organiztional performance in Korea : Curvilinearity and the moderating role of congruence with organizational culture", International Journal of Human Resource Management, 28(9), pp.1291~1308 (2017)
- 박지성, "Reexamining the Pay Differentials-Organizational Outcomes Relationship in Korea: The Role of Organizational Identification", Seoul Journal of Business, 19(1), pp.43~70 (2013), 경영연구소[DOI]
- Pfeffer, J., "Salary dispersion, location in the salary distribution, and turnover among college administrators", ILR Review, 45(4), pp.753~763 (1992)
- Pfeffer, J., "The effect of dispersion on satisfaction, productivity, and working collaboratively : Evidence from college and university faculty", Administrative Science Quarterly, 38(3), pp.382~407 (1993)
- Pfeffer, J., "Human resources from an organizational behavior perspective : Some paradoxes explained", Journal of Economic Perspectives, 21(4), pp.115~134 (2007)
- Pillai, R., "Fairness perceptions and trust as mediators for transformational and transactional leadership : A Two sample study", Journal of Management, 25(6), pp.897~933 (1999)
- Porter, L. W., "Organizational, work, and personal factors in employee turnover and absenteeism", Psychological Bulletin, 80(2), pp.151~176 (1973)
- Raudenbush, S., "Hierarchical Linear models in social and behavioral research" (2002), Sage
- Riddell, C., "Compensation policy and quit rates : a multilevel approach using benchmarking data", Ind. Relat, 50(4), pp.656~677 (2011)
- Ridge, J. W., "Implications of multiple concurrent pay comparisons for top-team turnover", Journal of Management, 43(3), pp.671~690 (2017)
- Rosen, S., "Prizes and incentives in elimination tournaments", Am. Econ. Rev, 76(4), pp.701~715 (1986)
- Rubenstein, A. L., "Surveying the forest : A meta-analysis, moderator investigation, and future-oriented discussion of the antecedents of voluntary employee turnover", Personnel Psychology, 71(1), pp.23~65 (2018)
- Shaw, J. D., "Pay system characteristics and quit patterns of good, average, and poor performers", Personnel Psychology, 60(4), pp.903~928 (2007)
- Shaw, J. D., "Turnover Rates and Organizational Performance : A Meta-Analysis", Journal of Applied Psychology, 98(2), pp.268~309 (2013)
- Shaw, J. D., "Pay dispersion and workforce performance : Moderating effects of incentives and interdependence", Strategic Management Journal, 23(6), pp.491~512 (2002)
- Shaw. J. D., "Pay Dispersion", Annual Review of Psychology, 1, pp.521~544 (2014)
- Shin, J. Y., "Determinants and performance effects of executive pay multiples : Evidence from Korea", ILR Review, 68(1), pp.53~78 (2015)
- Shin, Y., "Top management ethical leadership and firm performance : The mediating role of ethical and procedural justice climate", Journal of Business Ethics, 129(1), pp.43~57 (2015)
- Siegel, P. A., "Pay disparities within top management groups : Evidence of harmful effects on performance of high-technology firms", Organization Science, 16(3), pp.259~274 (2005)
- Suchman, M. C., "Managing legitimacy : Strategic and institutional approaches", Academy of Management review, 20(3), pp.571~610 (1995)
- Tett, R. P., "Job satisfaction, organizational commitment, turnover intention, and turnover : path analyses based on metaanalytic findings", Personnel Psychology, 46(2), pp.259~293 (1993)
- Thibaut, J., "Procedural justice: A psychological analysis" (1975), Erlbaum Associates
- Trevor, C. O., "Contingent view of reactions to objective pay conditions : interdependence among pay structure characteristics and pay relative to internal and external referents", Journal of Applied Psychology, 91(6), pp.1260~1275 (2006)
- Trevor, C. O., "Voluntary turnover and job performance : Curvilinearity and the moderating influences of salary growth and promotions", Journal of Applied Psychology, 2(1), pp.1~33 (1997)
- Trevor, C. O., "Reconsidering pay dispersion's effect on the performance of interdependent work : Reconciling sorting and pay inequality", Academy of Management Journal, 55(3), pp.585~610 (2012)
- Van den Bos, K., "Sometimes unfair procedures have nice aspects : On the psychology of the fair process effect", Journal of Personality and social Psychology, 77(2), pp.324~336 (1999)
- Wade, J. B., "Overpaid CEOs and underpaid managers : Fairness and executive compensation", Organization Science, 17(5), pp.527~544 (2006)
- Walker, I., "Relative deprivation theory : An overview and conceptual critique", British Journal of Social Psychology, 23(4), pp.301~310 (1984)
- Wang, T., "Pay dispersion and organizational innovation : The mediation effects of employee participation and voluntary turnover", Human Relations, 68(7), pp.1155~1181 (2015)
- Wiesenfeld, B. M., "Construal Level Theory in Organizational Research", Annual Review of Organizational Psychology and Organizational Behavior, 4, pp.367~400 (2017)
- Strategic HRM and organizational behavior: Integrating multiple levels of analysis, "Wright, P. M.", CAHRS, ~, pp.CAHRS Working Paper Series, 468 (2007)
- Yang, H., "Pay dispersion and the financial performance of the firm : Evidence from Korea", The International Journal of Human Resource Management, 22(10), pp.2147~2166 (2011)
