The Relationship between Salary Domain Discrepancy and Demission Decision:An Equate-to-Differentiate Theory Perspective

Abstract

Abstract:

As a critical issue, the relationship between salary discrepancy and demission is concerned by managers, management scholars and psychologists. From the perspective of organization, traditional researches focus on how internal salary discrepancy pushes employees to demit. However, the background of boundaryless career requires demission researches to shift the focus to individual's decision mechanism by emphasizing the pull strength of external salary discrepancy. By adopting the Equate-to-Differentiate Theory, this paper examines the relationship between salary domain discrepancy and demission decision. The paper includes two field studies and a laboratory study. Through different measurements, Study 1a and Study 1b explored the relationship between salary domain discrepancy and demission intention by controlling gender, age, seniority, educational background and actual salary. Further, Study 2 strengthens the causal inferences by manipulating salary domain discrepancy. Our research finds that salary domain discrepancy positively affects demission decision. Moreover, employee's position level as a moderator, strengthens the positive association between salary domain discrepancy and demission intention. Generally, this paper enriches the research system of salary discrepancy, and improves the investigation into the uncertain demission decision mechanism in relation to job search.

Key words: equate-to-differentiate model, salary domain discrepancy, demission intention, boundaryless career

Xiong Guanxing, Li Aimei, Wang Xiaotian, Cai Xiaohong, Wei Zihan. The Relationship between Salary Domain Discrepancy and Demission Decision:An Equate-to-Differentiate Theory Perspective[J]. , 2017, 29(9): 193-204.

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