Pay Dispersion, Sorting, and Organizational Performance
研究薪酬差距如何通过影响好绩效者和差绩效者的离职率来间接影响组织绩效，发现高绩效薪酬下薪酬差距增加差绩效者离职率，低绩效薪酬下薪酬压缩导致好绩效者离职率最高。
The author takes a sorting perspective to explore relationships among pay dispersion, good- and poor-performer quit rates, and organizational performance in a multiwave study of independent grocery stores. Under high pay-for-performance, pay dispersion has a significant positive relationship with poor-performer quit rates and, further, the indirect effects of pay dispersion on organizational performance via poor-performer quit rates are stronger when pay-for-performance is high. The relationship between pay dispersion and good-performer quit rates is negative when pay-for-performance is low, such that the highest good-performer quit rates are found when pay is compressed and pay-for-performance is not used. Pay dispersion is also found to be directly and positively related to organizational performance among organizations that emphasize pay-for-performance. Implications for sorting theory and related perspectives are addressed and future research directions are outlined.