上升 (和下降) 合作:检查人们何时以及为什么喜欢与高薪同行 (和低薪下属) 合作
Kevin M Kniffin1, John Angus D Hildreth2
1Charles H. Dyson School of Applied Economics and Management, SC Johnson College of Business, Cornell University.
The American psychologist
|September 23, 2024
概括
可见的工资差异可以积极影响合作选择,个人更喜欢高薪同龄人作为合作伙伴,将薪水视为能力信号. 然而,这种偏好在下属角色的招聘决策中反转.
科学领域:
- 组织行为 组织行为
- 社会心理学 社会心理学
- 行为经济学是一种行为经济学.
背景情况:
- 提高薪酬透明度和团队组建中的自主性呈现出复杂的动态.
- 现有研究表明,薪酬差异对协作产生负面影响,特别是与收入较高的人合作.
研究的目的:
- 调查明显的工资差异对团队和招聘决策的影响.
- 挑战工资差异本身损害了合作的假设.
主要方法:
- 三项预先注册的研究研究了不同薪酬水平的合作偏好.
- 第四个预先注册的研究重点是对下属角色的招聘决策.
- 根据潜在的合作者或候选人的薪资历史,分析了参与者的选择.
主要成果:
- 参与者更喜欢与高薪同行合作,将薪水解释为能力指标.
- 这种偏好仍然存在,即使决策者熟悉潜在的合作者.
- 相反,参与者不太可能聘请具有更高薪酬历史的候选人担任下级职位.
结论:
- 显而易见的薪酬差异影响了合作和选择决策,但以相反的方式.
- 有一种偏见,有利于高薪同行进行合作,与拒绝聘用高收入下属的厌恶形成对比.
- 薪酬作为一个细微的信号,影响团队动态和人员选择.
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