由于员工偏离行为对组织和员工均会造成极大的危害，因而学者对如何削弱 或消除员工偏离行为的研究日趋重视。研究表明，有效的薪酬政策可以抑制员工 偏离行为，但已有研究大都是讨论一般性薪酬因素（例如：薪酬体系）的影响， 鲜有从员工个体出发聚焦于更为具体的加薪预期匹配对员工偏离行为的研究。本 文依据组织公平理论，探讨加薪预期匹配对员工偏离行为的影响，并进一步探讨 分配公平感与公平敏感性在其中的作用机制。本文以三个实验来检验假设。实验 1运用加薪预期匹配启动材料，通过加薪预期匹配（高于预期组 vs. 低于预期组 vs. 等于预期组 vs. 对照组）单因素被试间设计，进行以大学生为样本的实验室 实验，检验加薪预期匹配对员工偏离行为的影响。实验2以MBA学员为样本检 验加薪预期匹配影响员工偏离行为的中介机制。实验3通过改变被试、实验启动 方式和实验场景，对主效应和中介机制进行复制验证，以增强结论的外部效度， 并且检验公平敏感性的调节作用。 研究发现：与低于员工加薪心理预期的加薪水平相比，高于或等于预期的加 薪水平会促使员工减少偏离行为，且这一现象在采取高于预期的加薪水平时更为 明显（实验1）。分配公平感在其中起中介作用（实验2）。公平敏感性对加薪预 期匹配与分配公平感的关系以及分配公平感的中介效应会有调节作用（实验3）。 关键词：员工偏离行为，加薪预期匹配，分配公平感，公平敏感性 II THE IMPACT OF EXPECTED MATCHING OF SALARY INCREACE ON EMPLOYEES' DEVIATION BEHAVIOR --A STUDY BASED ON DISTRIBUTION JUSTICE AND FAIRNESS SENSITIVITY Abstract Employee deviation behavior is extremely harmful to both organizations and employees, so research on how to weaken or eliminate employee deviation behavior is becoming more and more important. Studies have shown that effective compensation policies can suppress employee deviations, but most of the existing studies have discussed the impact of general compensation factors, and few studies have focused on more specific expectations of salary increases for employee deviations. Based on the theory of organizational fairness, this article explores the impact of salary increase expectations on employee deviation behavior, and further explores the mediation and adjustment mechanism. In this paper, the hypothesis is tested by three experiments. Experiment 1 using college students as samples to test the impact of salary increase expectation matching on employee deviation behavior. Experiment 2 conducted laboratory experiments using MBA students as samples to test the intermediary mechanism. Experiment 3 mainly verify the adjustment of fair sensitivity in this paper by changing the experiment start mode and experimental scene. The study found that the salary increase higher than or equal to the psychological expectation of the employee's salary increase will further encourage employees to reduce deviation behavior, and this phenomenon is more obvious when the salary increase level is higher than the psychological expectation (Experiment 1). Distribution equity plays an intermediary role (Experiment 2). Fairness sensitivity moderates the relationship between salary expectation matching and fair perception and the mediating effect of distribution equity (Experiment 3). Keywords: employee deviation behavior, expected match of salary increase, distribution justice, fair sensitivity V 目 录 中文摘要 .................................................................................................... I Abstract .................................................................................................... II 目 录 ....................................................................................................... V 第一章 绪论 ............................................................................................ 1 1.1 研究背景 ....................................................................................... 1 1.2 研究意义 ....................................................................................... 2 1.2.1 理论意义 ............................................... 2 1.2.2 实践意义 ............................................... 3 1.3 研究构想 ....................................................................................... 4 1.3.1 研究方法 ............................................... 4 1.3.2 技术路线 ............................................... 4 第二章 文献综述与理论基础 ................................................................ 6 2.1 加薪预期匹配文献综述 ............................................................... 6 2.1.1 加薪的概念 ............................................. 6 2.1.2 加薪的相关研究 ......................................... 6 2.1.3 加薪心理预期的相关研究 ................................. 7 2.1.4 加薪预期匹配的概念 ..................................... 7 2.2 员工偏离行为文献综述 ............................................................... 8 2.2.1 员工偏离行为的概念及结构 ............................... 8 2.2.2 员工偏离行为的相关研究 ................................. 9 2.3 分配公平感文献综述 ................................................................. 11 2.3.1 分配公平感的概念 ...................................... 11 VI 2.3.2 分配公平感的相关研究 .................................. 12 2.4 公平敏感性文献综述 ................................................................. 13 2.4.1 公平敏感性的概念 ...................................... 13 2.4.2 公平敏感性的相关研究 .................................. 14 2.5 理论基础 ..................................................................................... 15 2.5.1 组织公平理论 .......................................... 15 2.5.2 个体—组织匹配理论 .................................... 16 第三章 研究内容与假设推理 .............................................................. 18 3.1 研究内容 ..................................................................................... 18 3.2 研究假设 ..................................................................................... 18 3.2.1 加薪预期匹配对员工偏离行为的影响 ...................... 18 3.2.2 分配公平感的中介作用 .................................. 19 3.2.3 公平敏感性的调节作用 .................................. 21 3.3 假设验证框架设计 ..................................................................... 22 第四章 假设检验 .................................................................................. 23 4.1 预实验一 ..................................................................................... 23 4.1.1 实验目的 .............................................. 23 4.1.2 实验设计 .............................................. 23 4.1.3 实验结果 .............................................. 23 4.1.4 实验讨论 .............................................. 24 4.2 预实验二 ..................................................................................... 24 4.2.1 实验目的 .............................................. 24 4.2.2 实验设计 .............................................. 24 4.2.3 实验结果 .............................................. 25 VII 4.2.4 实验讨论 .............................................. 25 4.3 实验1：加薪预期匹配对员工偏离行为的影响 ...................... 25 4.3.1 实验目的 .............................................. 25 4.3.2 实验设计 .............................................. 25 4.3.3 实验结果 .............................................. 27 4.3.4 实验结论 .............................................. 28 4.4 实验2：分配公平感的中介作用 .............................................. 28 4.4.1 实验目的 .............................................. 28 4.4.2 实验设计 .............................................. 28 4.4.3 数据分析与结果 ........................................ 29 4.4.4 讨论 .................................................. 32 4.5 实验3：公平敏感性的调节作用 .............................................. 33 4.5.1 实验目的 .............................................. 33 4.5.2 实验设计 .............................................. 34 4.5.3 数据分析与结果 ........................................ 34 4.5.4 讨论 .................................................. 39 第五章 研究讨论 .............................................................................