Pay-level satisfaction and employee outcomes: The moderating effect of employee-involvement climate

B.H.J. Schreurs; H. Günter; D.A.T. Schumacher; I.H. van Emmerik; G. Notelaers

doi:10.1002/hrm.21533

Pay-level satisfaction and employee outcomes: The moderating effect of employee-involvement climate

B.H.J. Schreurs^*, H. Günter, D.A.T. Schumacher, I.H. van Emmerik, G. Notelaers

^*Corresponding author for this work

Organisation,Strategy & Entrepreneurship

Research output: Contribution to journal › Article › Academic › peer-review

Abstract

The present study examined employee-involvement climate (i.e., information-sharing and decision-making climate) as a moderator of the relationship between pay-level satisfaction and employee outcomes (i.e., job satisfaction, affective commitment, and turnover intention). Survey data were collected from 22,662 Belgian employees, representing 134 organizations. The hypotheses derived from distributive justice theory and from research on the meaning of pay received partial support. Multilevel analyses revealed that a decision-making climate buffered the negative effects of low pay-level satisfaction, and that an information-sharing climate exacerbated the negative effects of low pay-level satisfaction. Theoretical and practical implications of this differential moderating effect are discussed.

Original language	English
Pages (from-to)	399-421
Number of pages	23
Journal	Human Resource Management
Volume	52
Issue number	3
DOIs	https://doi.org/10.1002/hrm.21533
Publication status	Published - 1 Jan 2013

Keywords

compensation and benefits
employee attitudes
organizational justice
organizational climate
high-involvement HRM
information sharing
participation in decision making
INTERRATER RELIABILITY
ORGANIZATIONAL-CHANGE
PROCEDURAL JUSTICE
MODEL
PARTICIPATION
TURNOVER
CONTEXT
STRESS
SELF
COMPENSATION

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title = "Pay-level satisfaction and employee outcomes: The moderating effect of employee-involvement climate",

abstract = "The present study examined employee-involvement climate (i.e., information-sharing and decision-making climate) as a moderator of the relationship between pay-level satisfaction and employee outcomes (i.e., job satisfaction, affective commitment, and turnover intention). Survey data were collected from 22,662 Belgian employees, representing 134 organizations. The hypotheses derived from distributive justice theory and from research on the meaning of pay received partial support. Multilevel analyses revealed that a decision-making climate buffered the negative effects of low pay-level satisfaction, and that an information-sharing climate exacerbated the negative effects of low pay-level satisfaction. Theoretical and practical implications of this differential moderating effect are discussed.",

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author = "B.H.J. Schreurs and H. G{\"u}nter and D.A.T. Schumacher and {van Emmerik}, I.H. and G. Notelaers",

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doi = "10.1002/hrm.21533",

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AU - Schreurs, B.H.J.

AU - Günter, H.

AU - Schumacher, D.A.T.

AU - van Emmerik, I.H.

AU - Notelaers, G.

PY - 2013/1/1

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N2 - The present study examined employee-involvement climate (i.e., information-sharing and decision-making climate) as a moderator of the relationship between pay-level satisfaction and employee outcomes (i.e., job satisfaction, affective commitment, and turnover intention). Survey data were collected from 22,662 Belgian employees, representing 134 organizations. The hypotheses derived from distributive justice theory and from research on the meaning of pay received partial support. Multilevel analyses revealed that a decision-making climate buffered the negative effects of low pay-level satisfaction, and that an information-sharing climate exacerbated the negative effects of low pay-level satisfaction. Theoretical and practical implications of this differential moderating effect are discussed.

AB - The present study examined employee-involvement climate (i.e., information-sharing and decision-making climate) as a moderator of the relationship between pay-level satisfaction and employee outcomes (i.e., job satisfaction, affective commitment, and turnover intention). Survey data were collected from 22,662 Belgian employees, representing 134 organizations. The hypotheses derived from distributive justice theory and from research on the meaning of pay received partial support. Multilevel analyses revealed that a decision-making climate buffered the negative effects of low pay-level satisfaction, and that an information-sharing climate exacerbated the negative effects of low pay-level satisfaction. Theoretical and practical implications of this differential moderating effect are discussed.

KW - compensation and benefits

KW - employee attitudes

KW - organizational justice

KW - organizational climate

KW - high-involvement HRM

KW - information sharing

KW - participation in decision making

KW - INTERRATER RELIABILITY

KW - ORGANIZATIONAL-CHANGE

KW - PROCEDURAL JUSTICE

KW - MODEL

KW - PARTICIPATION

KW - TURNOVER

KW - CONTEXT

KW - STRESS

KW - SELF

KW - COMPENSATION

U2 - 10.1002/hrm.21533

DO - 10.1002/hrm.21533

M3 - Article

SN - 0090-4848

VL - 52

SP - 399

EP - 421

JO - Human Resource Management

JF - Human Resource Management

IS - 3

ER -

Pay-level satisfaction and employee outcomes: The moderating effect of employee-involvement climate

Abstract

Keywords

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