广告补偿的模两可:招聘意味着标称遵守工资透明度立法
1Department of Management, Information Systems, and Entrepreneurship, Carson College of Business, Washington State University.
The Journal of applied psychology
|November 30, 2023
概括
求职者不喜欢过于广泛的工资范围. 高薪范围的模糊性降低了对组织的可信度,并扭曲了薪资报价预测,影响了招聘透明度.
科学领域:
- 组织行为 组织行为
- 人力资源管理 人力资源管理
- 心理学 心理学 心理学
背景情况:
- 立法授权正在增加包括工资信息的职位公告比例.
- 组织经常通过广告广告非常广泛的工资范围来遵守,这导致工资透明度的模糊性.
研究的目的:
- 检查薪酬范围的宽度如何影响潜在申请人的看法.
- 测试从决策和信号理论中得出的关于对模两可的薪酬范围反应的假设.
主要方法:
- 进行了三个预先注册的实验.
- 研究1:商学院的学生用操纵的工资范围宽度评估了招聘公告.
- 第二项研究:大学毕业生评估了用操纵工资范围宽度和模糊性解释的职位公告.
- 研究3:最近的求职者预测了薪资报价,并根据操纵工资范围模糊性和候选人的资格的招聘简历提供了定性印象.
主要成果:
- 趋同的证据表明,人们对薪酬范围的高度模两可不喜.
- 高含糊性会对组织的可信度产生负面影响.
- 模两可导致工资报价的预测偏差.
结论:
- 广泛的薪资范围,尽管是薪资透明度的一种形式,但由于感知到的模糊性,可能会阻止申请人申请.
- 这些发现对设计招聘公告的组织具有实际意义,对理解结果模两可的理论意义.
- 了解申请人对薪酬透明度的看法对于有效的招聘和人才获取至关重要.
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