Pay fairness and intrinsic motivation: the role of pay transparency

The fairness of managerial pay can be judged in terms of its distributive justice properties (‘is my pay fair when compared to others’) and its procedural justice properties (‘is my pay fairly determined’). While both types of justice have been studied extensively in the organizational literature, their relative importance in predicting work-related outcomes is still open to debate. In this paper, we provide field evidence that the relationship between pay justice and managers' intrinsic motivation is moderated by pay transparency, which is the extent to which managers know each other's pay levels. In a homogeneous sample of 139 Slovenian bank managers, we find that procedural justice is a better predictor of intrinsic motivation when pay transparency is low, and that distributive justice is a better predictor of intrinsic motivation when pay transparency is high. These findings that are congruent with fairness heuristic theory (Van den Bos, Lind, Vermunt and Wilke 1997a) suggest the importance of considering pay transparency for understanding and designing fair managerial pay systems.     

High-performance work system and intention to leave: a mediation model

To address recent calls in the literature for additional work on the role of high-performance work systems (HPWS) in determining individual outcomes, this study examines the relationship between employees' perceptions of HPWS and intention to leave, as well as the possible mediating role of job satisfaction, procedural justice and intrinsic motivation in this relationship. The model is tested with EQS 6.1, on a sample of 155 engineers from 19 different companies and industries. Results indicate that HPWS is associated positively with job satisfaction, procedural justice and intrinsic motivation. Results also show that only job satisfaction mediates the relationship between HPWS and engineers' intention to leave, whereas procedural justice and intrinsic motivation mediate the relationship between HPWS and job satisfaction.     

Transaction costs and economic growth under common legal system: State‐level evidence from Mexico

This paper examines the contribution of administrative and procedural transaction costs to economic growth under common legal system. We show that administrative and procedural costs vary quite a lot even within the institutional environment sharing the common legal system. States with low‐cost business registration, low‐cost access to property rights and greater judicial efficiency tend to have consistently higher growth. The established effects are robust to alternative model specifications, heterogeneity bias, and to a variety of control variables that might confound the effects of administrative and procedural costs on growth. Such differences in costs are far from being trivial as we show that these within‐system differences might be instrumental in influencing economic growth. Lower administrative and procedural costs induce growth by increasing investment rate, lowering unemployment rate, encouraging labor supply and improving total factor productivity. In the counterfactual scenario, the transition from high‐cost to low‐cost regime is associated with substantial growth and development gains over time. By exploiting the variation in the disease environment, ethnic fractionalization and historical urbanization, we show that the negative effect of rising procedural and administrative costs on growth and development appears to be causal.     

The Roles of Procedural and Distributive Justice in Logistics Outsourcing Relationships

In this paper, the effects of two dimensions of justice—procedural and distributive—on key attitudinal and behavioral elements of logistics outsourcing relationships are investigated. The findings suggest that the fairness of policies adopted by a third‐party logistics provider (3PL) and respective outcomes nurtures a customer's trust in and long‐term orientation toward the relationship with a 3PL. In such a relationship climate, patterns of cooperative behavior take place, providing an incentive for a 3PL to proactively pursue operational improvements.     

关联推理中的话语标记语的语用研究

话语标记语对语言的生成和理解起着语用指引和制约作用。话语标记语可以减少听话人在理解话语时所付出的努力,获得话语的最佳关联性。     

A model of employee responses to drug-testing programs

Testing employees for drug use is an increasingly widespread organizational response to the problem of employee drug abuse. Despite this, little attention has been given to its effects on employee attitudes and behavior. This paper reviews the issue of drug testing in industry, provides a theoretical model of employee perceptions of and responses to drug-testing programs, and offers an agenda for future research directions.     

试论我国刑事庭前审查程序及其特点和缺陷

庭前审查程序的设置与一定的庭审模式相联系,它不仅应适应一定的庭审模式的需要,同时又在很大程度上影响庭审功能的发挥。我国的庭前审查程序在刑事诉讼法修改前后,存在很大区别。     

程序公平感在离职意图模型中的主效应与调节效应研究

本研究以一家通信设备公司员工为样本,采用阶层式回归方法分析Price离职模型中主要环境变量、个人特征变量及结构化变量对离职意图的影响,并检验了程序公平的主效应及调节效应。主要结论包括:外在工作机会、工作负荷及工作单调性对离职意图有显著的正向影响;上级支持及程序公平对离职意图有显著的负向影响;程序公平对通用性培训和上级支持与离职意图关系均存在显著的调节作用。     

The Perceived Fairness of Layoffs in Germany: Participation,Compensation, or Avoidance?

This study analyses to what extend and under what circumstances layoffs are accepted in Germany. Principles of distributive justice and rules of procedural justice form the theoretical framework of the analysis. Based on this, hypotheses are generated, which are tested empirically in a telephone survey conducted between East and West Germans in 2004 (n = 3036). The empirical analysis accounts for the different points of views of implicated stakeholders and impartial spectators. Key findings are: (1) The management of a company can increase the acceptance of layoffs if the employees get some participation rights. (2) For impartial spectators generous compensation for those made redundant leads to a higher degree of perceived fairness. But job alliances are not even preferred to layoffs without measures to soften the blow of job loss. (3) Implicated stakeholders accept job alliances and perceive wage cuts as more fair than layoffs. However, compensation does not have the expected impact. Christian Pfeifer is resarch assistant at the Institute of Labour Economics, Leibniz University Hannover.     

A framework for thinking about Group Decision Support Systems (GDSS)

Strategic problem solving in organizations is a social process that disturbs established social relationships. Maintaining a negotiated social order is crucial to political feasibility and to emotional commitment from the participants in relation to a solution package. However, Group Decision Support Systems that attend overly to managing social order risk group think through bounded vision. This may be avoided if emotional commitment is also encouraged through participants experiencing the problem situation from multiple perspectives and in relation to alternative solution strategies. Commitment depends upon both means/ends rationality and procedural rationality. This acknowledges the balance in providing support to a group with respect to the negotiation of social order, with the more traditional group decision support for socially negotiating order out of the problem situation. This article argues that effective Group Decision Support Systems must attend to both aspects of creating order. OR modelling methods and the support that can be provided by modern micro-computers offer a new way forward—models can be toys that a group can play with together, enabling them to create knowledge as well as use it.