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Perceptions of Justice in Connection with Individualized Pay Setting

Author

Listed:
  • Teresia Andersson-StrÃ…berg

    (Stockholm University)

  • Magnus Sverke

    (Stockholm University)

  • Johnny Hellgren

    (Stockholm University)

Abstract

Individualized pay is typically assumed to enhance employee work motivation, but a precondition for such beneficial effects is that employees perceive the pay-setting process to be fair. The aim of this study is to contribute to the understanding of the nature, determinants and consequences of pay justice. Questionnaire data, obtained from a Swedish nationally representative sample of nurses, provided support for distinguishing between distributive, procedural, interpersonal and informational justice. The results also showed that perceptions of pay justice were predicted by both work climate variables and factors related to the pay-setting procedure, even after controlling for demographic characteristics. Although pay justice had only marginal effects on employee work attitudes and behaviour when demographics, work climate and pay-related factors had been taken into account, justice was found to be an important goal in itself, given that a prerequisite for the success of any pay system is that it is perceived as fair.

Suggested Citation

  • Teresia Andersson-StrÃ…berg & Magnus Sverke & Johnny Hellgren, 2007. "Perceptions of Justice in Connection with Individualized Pay Setting," Economic and Industrial Democracy, Department of Economic History, Uppsala University, Sweden, vol. 28(3), pages 431-464, August.
    • Handle: RePEc:sae:ecoind:v:28:y:2007:i:3:p:431-464
    DOI: 10.1177/0143831X07079356
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    References listed on IDEAS

    as
    1. Fulk, Janet & Brief, Arthur P. & Barr, Steve H., 1985. "Trust-in-supervisor and perceived fairness and accuracy of performance evaluations," Journal of Business Research, Elsevier, vol. 13(4), pages 301-313, August.
    2. Pfeffer, Jeffrey, 1997. "New Directions for Organization Theory: Problems and Prospects," OUP Catalogue, Oxford University Press, number 9780195114348.
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    Cited by:

    1. Katharina Näswall & Claudia Bernhard-Oettel & Johnny Hellgren & Petra Lindfors, 2025. "Editorial introduction," Economic and Industrial Democracy, Department of Economic History, Uppsala University, Sweden, vol. 46(3), pages 657-663, August.
    2. Constanze Eib & Johnny Hellgren & Helena Falkenberg & Magnus Sverke, 2025. "What makes employees and managers see eye to eye concerning organizational justice? Predicting congruence in the Swedish pay-setting context," Economic and Industrial Democracy, Department of Economic History, Uppsala University, Sweden, vol. 46(2), pages 496-521, May.

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