The Experimental Study Of Pay Equity Based On Tri-reference Point

Pay equity is the basic category of equity theory.Compensation equity has an impact on employees' attitudes and behaviors,which in turn are closely related to the interests of the enterprise.Thus it is necessary to probe into the employees' perception of equality in pay,which requires an impartial reference standard,point and system.Adopting the theory of Tri-reference point,this thesis discussed the perception of equality in pay through three distinct experiments.Experiment 1 suggested that the perception of equality in pay was influenced not only by the pay of one's counterparts,but also by minimum requirements,the status quo and goals.When the pay level,same as or higher than others,was lower than minimum requirements,a rather obvious inequality would be perceived.When it came to a higher pay level,especially higher than goals,the perception of equality was remained strong,even if the pay level was lower than others.Experiment 2 verified the result of the previous one by means of controlling the pay itself,drawing the conclusion that the pay alone,whether due to failure or success,loss or gain,could not fully explain the different perception of equality in pay.Moreover,it showed that the adoption of Tri-reference point does result in the perception change towards equality.When the pay level was lower than minimum requirements,more inequality was perceived;while the perception of equality turned out to be too positive when the level was higher than goals.Experiment 3 proved the reliability and robustness of the previous findings by control of another factor,i.e.the experiment subjects.It showed the early conclusion that the adoption of Tri-reference point inlets results in the perception change towards equality also applied to the in-service staff,which proved the robustness of the findings of Experiment 1.