Is it pay levels or pay raises that matter to fairness and turnover

By Amanuel Tekleab, Kathryn M. Bartol, Wei Liu. 2005

185 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Safety Research

View Paper: https://www.semanticscholar.org/paper/68febb05fd392c0940548b2d8c4a546911a1d825

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Organizational Behavior and Human Resource Management

In Safety Research

Citations in the corpus

Cross-level effects of high-performance work Systems (HPWS) and employee wellbeing: the mediating effect of organisational justice (2016, background): “Research has shown that perceptions of equity relate to some key HPWS outcomes including pay satisfaction and commitment (Tekleab et al., 2005) and increased workload (Brockner et al.”
The Role of Pay Satisfaction and Organizational Commitment in Turnover Intentions: A Two-Sample Study (2008, background): “However, authors have for long stressed the fact that many employees perceive pay allocations decisions to be unfair (Heneman and Judge 2000; Tekleab et al. 2005) which may explain why the link between actual pay and both performance and employee retention has been found to be weak at best (Currall ”
The mediating role of organizational justice on the relationship between administrative performance appraisal practices and organizational commitment (2014, methodology): “The findings of the present study also provide strong support for previous works which found that promotion decisions are closely associated with the employee perceptions of distributive and procedural justice (Mount 1983; Greenberg 1986; Colquitt et al. 2001; Nurse 2005; Tekleab et al. 2005; Jawaha”
Work values, job satisfaction and organizational commitment in China (2012, background): “Turban et al. (2001) find that Chinese students who are more risk seeking are more interested in working for foreign companies; they may believe that foreign companies provide more challenging work and more career development opportunities based on individual performance.”