The pay transparency dilemma: Development and validation of the Pay Information Exchange Preferences Scale.

Smit, Brandon W.; Montag‐Smit, Tamara

doi:10.1037/apl0000355

Cited by 42 publications

(70 citation statements)

References 75 publications

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“…Pay information sharing preference. One's willingness to share personal pay information was measured with the 6-item sharing preferences subscale of the pay information exchange preferences scale (Smit & Montag-Smit, 2019).…”

Section: Methodsmentioning

confidence: 99%

“…Many people report that they would prefer that pay be kept secret in the workplace (Smit & Montag-Smit, 2019).…”

Section: Practical Implicationsmentioning

confidence: 99%

“…Attribution theory also illustrates that employees perceive policies differently based on individual differences (Heider, 1958; Kelley & Michela, 1980). Since individual differences (e.g., pay information sharing preferences) influence employee perceptions of the risks and rewards of pay secrecy (Smit & Montag‐Smit, 2019), employees may make diverse attributions for these policies.…”

Section: Introductionmentioning

confidence: 99%

“…This approach allows us to better capture the idiosyncratic and diverse consequences employees experience under secretive and transparent pay policies, which ultimately shape their attributions towards these policies. In the pay communication context, for example, transparency offers instrumental benefits for employees such as ensuring fairness and reducing uncertainty, but simultaneously carries the risks of straining interpersonal relationships and threatening one's reputation and/or self‐concept (Smit & Montag‐Smit, 2019). To better understand the content of employees' pay communication policy attributions, we draw from both the pay secrecy literature (Colella et al, 2007) as well as reports from employees (see Study 1) to elaborate on the risks and benefits that ultimately shape the attributions employees form.…”

Section: Introductionmentioning

confidence: 99%

“…Conversely, as noted in the pay transparency dilemma (Smit & Montag‐Smit, 2019), pay transparency may also carry some risks, while secrecy offers employees benefits. Specifically, transparency on this dimension exposes employee pay information without giving employees control over who has access to that information.…”

Section: Introductionmentioning

confidence: 99%

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What are you hiding? Employee attributions for pay secrecy policies

Montag‐Smit

Smit

2020

Human Res Mgmt Journal

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This study examines the effect of three dimensions of pay secrecy policies (i.e., distributive nondisclosure, communication restriction, procedural nondisclosure) on employee trust in management. Drawing from HR attributions research, we propose that these pay secrecy policies are positively related to malevolent attributions and negatively related to benevolent attributions. We tested our model with 317 employees and found that attributions generally mediated the relationships between pay secrecy and trust.Employee preferences for sharing pay information moderated some of these relationships; those who are unwilling to share personal pay information did not make negative attributions of secretive distributive pay policies. Overall, these findings demonstrate the value employee attributions of organisational pay policies have for our understanding of employee trust formation.

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Section: Methodsmentioning

confidence: 99%

“…Many people report that they would prefer that pay be kept secret in the workplace (Smit & Montag-Smit, 2019).…”

Section: Practical Implicationsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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What are you hiding? Employee attributions for pay secrecy policies

Montag‐Smit

Smit

2020

Human Res Mgmt Journal

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The shift to pay transparency: Undermet pay standing expectations and consequences

et al. 2021

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This research examines the shift from pay secrecy to transparency and seeks to improve the understanding of previously unrecognized negative consequences on job satisfaction. Drawing on undermet expectations research, we propose that shifting toward pay transparency decreases job satisfaction among employees who encounter negative discrepancies between expected and revealed pay standing (undermet pay standing expectations). Using data from field and experimental studies, we tested our hypotheses that episodic envy mediates the effect of undermet pay standing expectations on job satisfaction and that this indirect effect is moderated by victim sensitivity. Study 1 results suggest that undermet pay standing expectations lead to the predicted decrease in job satisfaction through episodic envy. In Study 2, we surveyed employees of a technology company before and after their shift to pay transparency and found partial support for our hypotheses, suggesting that episodic envy mediates the negative effects of undermet pay standing expectations on job satisfaction only for those low in victim sensitivity. Study 3 supported our overall model by illustrating that low victim sensitivity strengthened the negative indirect effects of undermet pay standing expectations on job satisfaction via episodic envy in an experimental study. We then discuss the implications for theory and practice.

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Workplace gossip: An integrative review of its antecedents, functions, and consequences

2022

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The workplace gossip construct is currently divergently interpreted by organizational scholars, with perceptions of its origins, functions, and impacts varying widely. In this comprehensive narrative review, we seek to provide much needed clarity around the often studied and frequently demonstrated employee behavior of workplace gossip by synthesizing gossip studies conducted during the past four decades in both the organization and psychology literatures. The first section of our review considers measures, designs, and theoretical frameworks featured in these studies. In the second section, we consolidate and integrate research findings from the extant literatures into three emerging categories of gossip antecedents (intrapersonal, interpersonal, and organizational antecedents), four categories of gossip functions (information exchange, ego enhancement, social integration, and social segregation), and three categories of gossip consequences (consequences for gossip senders/ recipients, for gossip targets, and beyond the triads). In the last section, we propose an integrative model to guide future investigations on the antecedents, functions, and consequences of workplace gossip. Our review aims to provide a clear overview of existing gossip research across the organization and psychology literatures and to highlight several important trends to open up various opportunities for future impactful workplace gossip scholarship.

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The pay transparency dilemma: Development and validation of the Pay Information Exchange Preferences Scale.

Cited by 42 publications

References 75 publications

What are you hiding? Employee attributions for pay secrecy policies

What are you hiding? Employee attributions for pay secrecy policies

The shift to pay transparency: Undermet pay standing expectations and consequences

Workplace gossip: An integrative review of its antecedents, functions, and consequences

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