TMT-종업원 임금격차와 이직 및 이직의도: 공정성 풍토 및 지각의 조절효과를 중심으로

Recently there has been a growing interest in pay gap because it is closely related to attitudes and behaviors of employees and organizational performance. This paper focuses on pay gap between top management team (TMT) and employees and attempts to develop a model of employee turnover and turnover intention based on equity theory. In addition, this study explores moderating effect of the fairness climate and perception on the relationship between pay gap and turnover/turnover intention. This study examines the hypotheses at both organizational level (STUDY 1) and multi-level (STUDY 2). The results show that increasing pay gap has a positive effect on employee turnover, and the fairness climate negatively moderates the relationship between pay gap and employee turnover. Also, this study find the negative relationship between pay gap and turnover intention, while employee’s fairness perception negatively moderates the relationship. Additionally, this study shows that differential effect of pay gap on employee’s attitudes based on the rank of employees (Senior manager, manager, junior employee). Based on the results of these study, we suggest the theoretical and practical implications of this study.