Salary comparison has well-established implications for employees' attitudes and behaviors at work. Yet how employees process information about simultaneous comparisons, particularly when internal and external comparison information is incongruent, remains controversial. In this article, we draw from the model of dispositional attribution and equity theory to predict how the incongruence of internal and external salary comparisons affects perceptions of distributive justice and subsequent employee withdrawal behavior. We hypothesized that the effect of salary comparisons on perceived distributive justice follows a hierarchically restrictive schema in which a lower salary in comparison to a referent has a greater effect than a higher salary. This further affects employee withdrawal (neglect, turnover intention, and voluntary turnover). We also propose that the effects of salary comparisons are bounded by employees' zero-sum construal of success. Three studies were conducted to test our hypotheses: a quasi-experimental study and two time-lagged field studies. Consistent with our hypotheses, we observed that, when comparison information was incongruent, underpayment compared with others more strongly affected perceived distributive justice than overpayment did. The subsequent impact on perceived distributive justice was negatively related to employee withdrawal. As expected, the effect of incongruent salary comparison information was stronger for employees with lower zero-sum construal of success. The theoretical and practical implications of these findings are discussed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

中文翻译：

---

多重工资比较、分配正义和员工退出。


薪酬比较对员工在工作中的态度和行为具有公认的影响。然而，员工如何处理有关同时比较的信息，特别是当内部和外部比较信息不一致时，仍然存在争议。在本文中，我们借鉴了处置归因和公平理论的模型来预测内部和外部工资比较的不一致如何影响对分配正义的看法和随后的员工退出行为。我们假设工资比较对感知分配正义的影响遵循分层限制模式，其中与参考对象相比，较低的工资比较高的工资具有更大的影响。这进一步影响了员工退出（忽视、离职意向和自愿离职）。我们还提出，工资比较的效果受员工对成功的零和解释的约束。进行了三项研究来检验我们的假设：一项准实验研究和两项时间滞后现场研究。与我们的假设一致，我们观察到，当比较信息不一致时，与他人相比，少付比多付更强烈地影响感知到的分配正义。随后对感知分配正义的影响与员工退出呈负相关。正如预期的那样，不一致的薪酬比较信息对成功零和解释较低的员工的影响更强。讨论了这些发现的理论和实践意义。（PsycInfo 数据库记录 （c） 2024 APA，保留所有权利）。