Abstract
ABSTRACT The authors have done an empirical study to investigate the relationship between pay fairness and employees' pay satisfaction in ten hotels in China. The results of data analysis indicate that employees' perception of organizational justice (distributive justice, procedural justice, interactional justice, informational justice) and managerial compliance with the labor law are important antecedents of employees' pay satisfaction (satisfaction with pay level, benefit, bonus, pay raise, pay structure and administration), and employees' perception of organizational justice has both direct and indirect impacts on their affective commitment to the hotel, work effort and performance.
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callMore From: Journal of Human Resources in Hospitality & Tourism
Disclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
