Degree
Doctor of Philosophy (PhD)
Department
Psychology
Document Type
Dissertation
Abstract
Research in the pay satisfaction field has been mixed regarding whether pay discrepancies relate to pay level satisfaction in the manner suggested by equity theory or discrepancy theory. Previous research has been divided in demonstrating whether overpayment's impact differs from that of underpayment. Understanding how underpaid employees' experiences are unique from those of overpaid employees is crucial. Additionally, while previous research has explored the impact of individual differences on the relationship between pay discrepancies and pay level satisfaction, few studies have examined the influence of both race and gender from a social comparison theory standpoint. Race and gender could play an essential moderating role in this relationship. Taking race and gender into account would help to fill a significant gap in the pay satisfaction literature regarding the influence of individual differences. This research addressed the question of whether pay discrepancies relate to pay level satisfaction in the manner suggested by equity theory or discrepancy theory. Furthermore, the research addressed whether being the same (or different) gender/race of an individual’s referent (e.g., coworker) differentially impacts an individual’s pay satisfaction due to a pay discrepancy. A scenario-based, experimental vignette manipulation was used to address these questions. Results were expected to reveal that pay discrepancies relate to pay level satisfaction in the manner suggested by discrepancy theory, such that pay satisfaction would be significantly different depending on whether a pay discrepancy was negative or positive (i.e., reflecting underpayment and overpayment). Further, it was expected that the effect of a pay discrepancy on pay satisfaction would be moderated by gender and race. The findings partially supported hypothesis 1, indicating a relationship between pay discrepancies and pay level satisfaction, as proposed by discrepancy theory. However, no significant support was found for Hypothesis 2, which explored the moderating role of gender and race on the pay discrepancy-pay satisfaction relationship. The study's results contribute to the understanding of pay satisfaction dynamics and raise important considerations for future research in this area.
Date
10-27-2023
Recommended Citation
Hightower, Chelsea, "Unraveling Pay Equity: Investigating The Impact of Pay Discrepancy, Gender, and Race on Pay Level Satisfaction" (2023). LSU Doctoral Dissertations. 6285.
https://repository.lsu.edu/gradschool_dissertations/6285
Committee Chair
Zhang, Don