Pay level satisfaction and employee outcomes: the moderating effect of autonomy and support climates

被引：22

作者：

Schreurs, Bert ^{[1
]}

Guenter, Hannes ^{[1
]}

van Emmerik, I. J. Hetty ^{[1
]}

Notelaers, Guy ^{[2
]}

Schumacher, Desiree ^{[1
]}

机构：

[1] Maastricht Univ, Sch Business & Econ, Org & Strategy Dept, NL-6200 MD Maastricht, Netherlands

[2] Univ Bergen, Fac Psychol, Dept Psychosocial Sci, N-5020 Bergen, Norway

来源：

INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT | 2015年 / 26卷 / 12期

关键词：

benefits; multilevel; meaning of money; compensation; work climate; SOCIAL SUPPORT; INTERRATER RELIABILITY; ORGANIZATIONAL JUSTICE; PROCEDURAL JUSTICE; JOB-SATISFACTION; WORK; MONEY; PREDICTORS; ANTECEDENTS; PERCEPTIONS;

D O I：

10.1080/09585192.2014.940992

中图分类号：

C93 [管理学];

学科分类号：

12 ; 1201 ; 1202 ; 120202 ;

摘要：

The present study examined autonomy climate (AC) and support climate (SC) as moderators of the relationship between pay level satisfaction (PLS) and employee outcomes (i.e. job satisfaction, affective commitment and intention to stay). Survey data were collected from 5801 Belgian employees, representing 148 units. The hypotheses derived from distributive justice theory and from research on the meaning of money received partial support. Multilevel analyses revealed that AC buffered the negative effects of low PLS on all three outcomes, and that SC exacerbated the negative effects of low PLS on intention to stay. Theoretical and practical implications of this differential moderating effect are discussed.

引用

页码：1523 / 1546

页数：24

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