Reconsidering Pay Dispersion's Effect on the Performance of Interdependent Work: Reconciling Sorting and Pay Inequality
研究区分了用于吸引和留住人才的薪酬差距与未用于此目的的薪酬差距，发现前者对相互依赖的团队绩效有正面影响，后者则无影响或有害，有助于调和薪酬差距文献中的矛盾结果。
Pay dispersion in interdependent work settings is virtually universally argued to be detrimental to performance. We contend, however, that these arguments often confound inequality with inequity, thereby overestimating inequity concerns. Consequently, we adopt a sorting (attraction and retention) perspective to differentiate between pay dispersion that is used to secure valued employee inputs and pay dispersion that is not so used. We find that the former is positively related to interdependent team performance, the latter has no effect or is detrimental, and the approach itself helps to reconcile the pay dispersion literature's disparate results. Curvilinearity tests reveal potential constraints on the sorting argument.