임금비밀이 이직의도에 미치는 영향연구: 공정민감성의 조절효과를 중심으로

초록

In recent years, as calls for equal pay for equal work have intensified, more countries are adopting legislation to mandate pay transparency as a means to eliminate unfair wage discrimination. These legal measures have been shown to reduce wage disparities based on gender or race and promote social equality. However, many companies in China still enforce pay secrecy policies. This raises the need to investigate the impact of pay secrecy policies on organizations.The purpose of this study is to examine the relationship between employees’ perceived level of organizational pay secrecy and their turnover intentions, and to investigate the moderating effect of fairness sensitivity in this relationship. To achieve this, two hypotheses were established, and a survey was conducted with 302 male and female employees working in domestic Chinese companies that implement pay secrecy policies. The hypotheses were tested, and empirical data was analyzed using SPSS 25.0.The results of the hypothesis testing are as follows. First, pay secrecy was found to have a positive (+) effect on employees’ turnover intentions. In other words, the higher the level of pay secrecy perceived by employees, the stronger their intention to leave the organization. Second, fairness sensitivity was found to positively (+) moderate the relationship between pay secrecy and turnover intention. This indicates that employees with higher fairness sensitivity are more likely to perceive pay secrecy negatively and have stronger intentions to leave the organization.The findings of this study provide the following implications. Reducing the level of pay secrecy perceived by employees can decrease their turnover intentions and alleviate negative emotions toward the organization. Chinese companies are encouraged to shift from maintaining pay secrecy policies to adopting transparent and fair pay management systems. This change can contribute to reducing employee turnover rates and, in the long term, strengthen organizational stability and competitiveness from a human resource management perspective.

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