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2014 | 11 | 9-24

Article title

Justice and Culture in the Perception of Compensation Fairness


Title variants

Sprawiedliwość i kultura w postrzeganiu sprawiedliwego wynagradzania

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While compensation is a central component in the relationship between employees and employers, it is a relatively under-researched area within human resource management and industrial-organisational psychology. Instead, where much of the compensation research has occurred is within the disciplines of economics and finance, areas where agency theory dominates. This article explores the relationship between culture and compensation practices through the lens of organisational justice theory and contrasts the role of distributive justice with the more recent procedural and interactional justice theories. The article articulates how fairness perceptions are instrumental in determining which compensation practices fit different cultures. The consideration of individual perception is important as there is considerable variability within cultures and many organisations have to deal with increasingly multicultural workforces. A particular contribution of this paper is that it explicitly discusses justice perceptions as an explanatory variable of the relationship between culture and compensation practices, something that frequently has been omitted in prior scholarship. The article further explores the extent to which employee participation in compensation decisions may modify perceptions of fairness, and subsequently how this participation effect may be modified by culture.
Mimo że wynagrodzenie stanowi istotny komponent w relacji pomiędzy pracownikami a ich pracodawcą, w badaniach z zakresu zarządzania zasobami ludzkimi oraz psychologii industrialnej i organizacyjnej wciąż nie przykłada się do nich wystarczającej wagi. Dziedzinami, w których poświęca się temu zagadnieniu najwięcej miejsca, są ekonomia i finanse, czyli obszary, w których dominują teorie agencyjne przedsiębiorstwa. W artykule zaprezentowano powiązania pomiędzy kulturą a praktykami wynagradzania z perspektywy teorii sprawiedliwości, a także zestawiono rolę teorii sprawiedliwości dystrybutywnej z bardziej aktualną teorią proceduralną oraz sprawiedliwości interakcyjnej. Wskazano, w jaki sposób postrzeganie sprawiedliwości determinuje dopasowanie praktyk wynagradzania w stosunku do różnych kultur. Uwzględnienie opinii jednostkowego pracownika w tym zakresie nabiera znaczenia, gdyż istotnie zmienia się w zależności od kultury narodowej, a coraz więcej organizacji ma do czynienia ze wzrostem liczby pracowników wywodzących się z różnych kręgów kulturowych. Dokładnie przeanalizowano także postrzeganie sprawiedliwości jako zmiennej objaśniającej związek pomiędzy kulturą a praktykami wynagradzania, co często było pomijane we wcześniejszych pracach badawczych. Ponadto zwrócono uwagę, jak partycypacja pracownicza w zakresie wynagradzania może wpływać na postrzeganie sprawiedliwości, a następnie – jak stopień partycypacji może być modyfikowany przez kulturę.






Physical description


  • Memorial University of Newfoundland, Faculty of Business Administration, St. John's, NL, Canada A1B 3X5


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