基于三参照点理论的薪酬差距与离职决策的分析

离职是组织管理研究中一个重要的课题, 但鲜有研究将其纳入风险决策的框架中。本文运用行为决策的研究方法, 将离职作为一种风险选择, 运用三参照点理论探讨个体薪酬差距与离职决策之间的关系。我们的理论分析和初步的预研究发现：(1)个体薪酬现状与底线的差距负向预测离职决策, 薪酬目标与现状的差距正向预测离职决策; (2)进一步推导出薪酬差距与离职决策间存在双拐点的非线性函数关系; (3)同行现状收入作为横向参照系, 在薪酬差距与离职决策两者之间起锚定作用; (4)组织中薪酬分布的差距大小作为纵向参照系, 在薪酬差距与离职决策两者之间起调节作用。本研究将离职作为一种风险决策进行研究, 不仅对于离职理论与决策理论的发展有一定意义, 而且为人力资源管理实践提供了指导与启示。

An Analysis of Wage Gap and Turnover Decisions Based on Tri-Reference Point Theory

Turnover is an important issue in the organizational management research, but few studies study it in the framework of risky choice. In this paper, we view turnover as a risky choice and explore the relationship between subjective wage gap and turnover intention on the basis of Tri-reference Point (TRP) theory. Our theoretical analysis and pilot study found that: (1) the perceived salary gap between the salary status quo (SQ) and the minimum salary requirement (MR) of an employee predicts turnover intention negatively, and the salary gap between the desired salary goal (G) and the status quo salary predicts turnover intention positively. (2) Based on the MR > G > SQ psychological impact priority order of the TRP theory, we derived a nonlinear function relationship with double inflection points between the salary gaps (e.g., distance between SQ salary and G salary, or between MR and SQ salaries) and turnover intention. (3) As a horizontal comparison reference, the peer income distributions of similar companies play an anchoring role in the relationship between salary gaps and turnover intention.(4) As a vertical comparison reference, the salary distribution within organization has a moderating effect on the settings of salary reference points of MR, and G and thus turnover intention. Regarding turnover decision as a risky choice, not only has significance for the development of turnover theory and decision theory, but also provides guidance and insights for the human resource management practice.