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Updated: Jun 2, 2025

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The HoneyComb Paradigm for Research on Collective Human Behavior
Published on: January 19, 2019
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在当代工作场所的薪酬谈话
Patrick Denice1, Jake Rosenfeld2, Shengwei Sun3
1Department of Sociology, University of Western Ontario, London, ON N6A 5C2, Canada.
概括
当雇主有更少的薪酬保密规则和更好的经理关系时,工人更有可能讨论薪酬. 年轻的员工特别容易讨论工资,挑战工作场所的薪酬政策.
科学领域:
- 组织行为 组织行为
- 劳动经济学 劳动经济学
- 劳动社会学工作的社会学.
背景情况:
- 同事之间的薪酬讨论受到组织政策和关系动态的影响.
- 现有的研究往往忽略了管理者的裁量权和员工的薪酬谈话之间的相互作用.
- 了解薪酬透明度对于公平的薪酬实践至关重要.
研究的目的:
- 全面调查影响美国工作场所薪酬讨论的因素.
- 检查组织薪酬保密规则和管理关系的作用.
- 分析关系因素如何影响违反工资保密政策的情况.
主要方法:
- 利用对美国工人的独特调查,详细介绍雇主薪酬讨论政策和员工参与薪酬讨论.
- 专注于影响工资和薪酬讨论的核心组织和关系因素.
- 采用统计模型来评估保密规则,管理关系,部门和职业阶段的影响.
主要成果:
- 工作场所的薪酬保密规则,管理关系和行业显著影响薪酬讨论的可能性.
- 年轻的员工更倾向于讨论薪酬,并违反抑制这种对话的规则.
- 管理关系和组织的薪酬设定属性是薪酬谈判意愿的关键预测因素.
结论:
- 薪酬谈话是由正式政策 (薪酬保密) 和非正式关系 (管理关系) 的组合形成的.
- 年轻的员工代表了一个更有可能挑战薪酬保密规范的人口统计学.
- 调查结果强调了管理层对薪酬的控制和员工信息共享之间的紧张关系.
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