In conclusion, Sara L. Rynes et al. (2004) have offered a inspiring point of view to find out the gap between what employees say and do concerning pay importance. The abundant literature review about the studies about pay importance have been helpful to support its statement that the importance of pay is much higher than the self-report of employees and the perceptions of HR professionals. The limitation of the research of this article lies in the introduction of the background of the studies and details of them. As for the statement of this article, this essay would like to suggest a more thorough clarification of the factors, including different stages of jobs, types of occupations, firm sizes, and so on. Another suggestion of taking into account the special group of people, namely NGO employees, is finally presented.
首先，应该对工作的不同阶段进行澄清，比如在选择工作之前，在职和留任，以及更换工作。鉴于Sara L.Rynes等人（2004年）的文章区分了工作前和工作中人们的薪酬激励因素，Amy B.Henley（2005年）的另一项研究根据对208名护士的数据分析，提供了一个人们面临薪酬压缩的例子。他在论文中指出，个人和背景差异因素都会影响员工对不同程度薪酬压缩的反应。他的分析结果显示，面对更高程度的压力，员工对薪酬公平的看法会下降，因此他们离开现有组织以解决不公平感的意愿会上升。
其次，对不同职业、年龄、性别、职务等级、企业规模等重要项目也要进行明确。Robert Colby-Buzzell（2001）在其博士论文中对海军飞行员的工作满意度和薪酬进行了研究。他声称目标在他们的头脑中扮演着重要的角色。例如，如果一个海军飞行员的目标是成为一名航空公司飞行员，那么他就很容易接受短期的降薪，并等待一个长期的目标和愿望。不同类型的工作，包含某些特殊的特征，可能会为薪酬分析提供新的维度或因素。至于其他因素，如性别和年龄，本应影响人们对薪酬重要性和薪酬水平的决定和态度，但需要更多的研究来集中精力。但可以肯定的是，这些因素中的澄清越多，薪酬激励因素的作用就越明显。
最后，作者可能过于强调。作者认为，薪酬被认为是一个强大的激励因素，如果在薪酬绩效环境中，薪酬可能是最强大的潜在激励因素（Sara L.Rynes等人，2004）。然而，他们忽略了这样一种可能性：一群不在乎的人比大多数人付出更多。例如，一些选择在非政府组织工作的人是那些扮演其他角色的人，例如致力于社会发展、致力于帮助弱势群体、渴望改善教育等，他们的地位比薪酬更重要。Frontera（2007）声称，虽然低工资是非政府组织雇员高离职率的原因，但可以通过满足他们的个人和专业需求来提出解决方案。具体而言，这些需要包括文化奖励和活动、志愿者和工作人员参与对话、加强尊重和欣赏以及其他各种奖励措施。
first, clarification should be taken on regarding different stages of working like before choosing the job, on-the-job and retention, and changing the job. Given that Sara L. Rynes et al.‘s (2004) article has differentiated between the pay motivator to people before the job and on the job, another study of Amy B. Henley (2005) has offered an example of what people do facing pay compression based on the data analysis of 208 nurses. He argues in his dissertation that both individual and contextual difference factors will affect the employees’ reactions to different degrees of pay compression. The results of his analysis shows that the employees’ perceptions of pay equity would fall facing a higher level of compression and thus their intentions to leave their current organization in order to resolve the sense of inequity would rise.
Second, clarification should also be made among some significant items, such as different types of occupations, ages, genders, job hierarchy, firm size, and so on. Robert Colby Buzzell (2001) in his doctoral dissertation has done research about job satisfaction and pay of Naval Aviators. He claims that goals play an important role in their minds. If a Naval Aviator’s goal, for example, is to be an airline pilot, it will be easy for him to accept the short term pay decrease and wait for a long term goal and aspirations. The different types of jobs, containing certain special characteristics, may contribute new dimensions or factors to pay analysis. As for the other factors, like gender and age, which are supposed to affect the decision and attitude of people regarding pay important and levels of pay, although need much more studies to concentrate on them. But what can be certain is that the more clarification is made among the factors, the clearer the role of pay motivator is to be presented.
Finally, too much emphasis may have been placed to pay by the authors. According to the authors, pay is regarded to be a powerful motivator and maybe the most powerful potential one if in pay-performance environments (Sara L. Rynes et al., 2004). However, they ignore the possibility of a group of people who do not care pay so much as most people. For example, some people who have chosen the job in NGOs are those who play the other items – e.g. commitment to social development, commitment to assisting weak groups of people, and desire for education improvement – in a more important position than pay. Frontera (2007) claims that low salary, though, is attributive to the high turnover of employees of NGOs, solutions can be suggested by meeting their personal and professional needs. Specifically, those needs include cultural incentives and activities, engagement of both volunteers and staff in dialogue, enhancing respect and appreciation and other mixture of incentives.
澳洲management代写:影响员工态度和流动的薪酬因素
