Distributive justice affects employee motivation, and is a key ingredient in a successful compensation system. A compensation system would not be successful if most of the employees feel that they are unfairly rewarded. A three-stage exploratory study was carried out to examine the factors that employees in China take into consideration when making their fair reward judgments. Upon completion of this three-stage study, a scale of input determinants for reward fairness judgment was developed. In the first stage, five focus group discussions were conducted with local Chinese employees in China. Based on the findings of the focus group discussions, a structured list of items was drawn up, to be examined at stage two via a questionnaire survey. A total of 228 usable questionnaires were collected. In stage two, questionnaires were collected and exploratory factor analysis was performed on the 228 usable b responses to condense the instrument…
Contents
CHAPTER 1. INTRODUCTION
Problem Description Purpose and Background of Study
Overview
2. LITERATURE REVIEW Adams’ Equity Theory
Distributive Justice
How Do Employees Form Reward Fairness Judgments
Distributive Principles
Social Structure
Input Factors Affecting Perceptions of Pay Fairness
Research on Cultural Effects on Pay Fairness Perceptions
Chinese Culture
Harmony
Guanxi
Collectivism
The Previous Employment Situation in the PRC
Current Employment Practices in the PRC
3. HYPOTHESIS DEVELOPMENT
Considerations on Developing Hypothesized Input Determinants
Classification of Input Items
Cultural Factors
Distributive Principles
Hypothesized Input Determinants
Individual and Group Performance
Work Effort
Educational Background
Job Nature
Loyalty
Experience
Seniority
Gender and Age
Marital Status and Number of Dependents
Guanxi
Proposed Input Determinants for Different Distributive
Principles
Effects on Pay Satisfaction
Traditionality
Modernity
Summary
4. RESEARCH DESIGN
Phase 1: Input Items Generation
Phase 2: Scale Development 63 Phase 3: Scale Evaluation
Operationalization of Outcomes of Fairness Judgments
Operationalization of Pay Satisfaction
Key Assumptions
5. PHASE 1 INPUT ITEMS GENERATION
Methodology
Sample
Data Analysis Methods
Findings of the Focus Groups Discussions
Implications for Phase 2 Study
6. PHASE 2 SCALE DEVELOPMENT
Methodology
Sample
Sample of the content validity assessment of
scenarios
Pilot study sample
Sample of the Phase 2 study
Data Analysis Methods
Findings
Content Validity Assessment of Scenarios
Results of the Phase 2 Study
Implications to Phase 3 Study
7. PHASE 3 SCALE EVALUATION
Methodology
Sample
Data Analysis Methods 97 Findings
Results of the Exploratory Factor Analysis
Results of the Confirmatory Factor Analysis
Results of Hierarchical Regression Analysis
8. DISCUSSION OF RESEARCH FINDINGS
Item Generation
Exploratory Factor Analysis
Confirmatory Factor Analysis
Hierarchical Regression Analysis
Theoretical Contributions
Managerial Implications
Suggestions for Future Research
Conclusion
REFERENCES
APPENDICES
Author: Lee, Nga Wan
Source: City University of Hong Kong
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