employees while achieving the other objectives of controlling labour costs and complying with pay legislation around must be consider due of lack of study about this. To the individual employee, compensation decisions also have important consequences. Salaries and wages represent the main sources of income for most people, and may also be taken as key indicators of a person’s social standing or success in life. Benefits, such as health care and pensions, are also important determinants of well being and financial security among employees and their dependents. Not surprisingly then, employees have sought to influence such decisions in a variety of ways, including through unions, supporting government regulation of compensation decisions, and through the courts.
如果组织要吸引、留住和激励员工，同时实现控制劳动力成本和遵守相关薪酬立法的其他目标，则必须考虑外部竞争力政策，因为缺乏这方面的研究。对员工个人而言，薪酬决策也会产生重要影响。工资是大多数人的主要收入来源，也可能被视为一个人社会地位或生活成功的关键指标。医疗保健和养老金等福利也是员工及其家属幸福和经济保障的重要决定因素。毫不奇怪，员工们试图以各种方式影响这些决定，包括通过工会、支持政府对薪酬决定的监管，以及通过法院。
Then we must also study more element of strategic involved in determine whatever to attract and retain people in jobs having more unfavourable non-compensation attributes, a compensating differential (for example, higher pay or same pay) is required. Therefore, it is important to understand how individuals are affected by (and react to) different compensation decisions (Gerhart and Milkovich, 1991). Such as what determines variations in patterns of compensation decisions their effects. On the other hand, issues too generally drawn are too time consuming, too ambiguous, too expensive, and often poorly specified. Perhaps a place to begin is to identify compensation decisions that have strategic properties must be included in next study to elaborate more why people attracted to better compensation at organization their work for?
然后，我们还必须研究更多的战略因素，以确定为了吸引和留住那些具有更不利的非薪酬属性的人，需要补偿差异（例如，更高的薪酬或相同的薪酬）。因此，了解个人如何受到不同赔偿决定的影响（并对其做出反应）是很重要的。比如是什么决定了补偿模式的变化，决定了其影响。另一方面，过于笼统的问题过于耗时、过于模糊、过于昂贵，而且往往规定不周。也许一个开始是确定具有战略属性的薪酬决策必须包括在下一项研究中，以详细说明为什么人们会在他们工作的组织中获得更好的薪酬？
Dyer and Theriault’s (1976) also mention that in early indication of the potential importance of procedural justice, in addition to distributive justice, in compensation but many researchers has less mention about this manner. Although this particular increment was not large, procedural justice perceptions also explained variance in organizational commitment and trust in supervisor, suggesting that its influence on broader organization attitudes may be greater.
Dyer和Theriault也提到，除了分配正义之外，程序正义在赔偿中的潜在重要性也得到了早期的证明，但许多研究人员很少提及这种方式。尽管这一特定的增量不大，但程序正义感也解释了组织承诺和对主管信任的差异，这表明它对更广泛的组织态度的影响可能更大。
Beyond descriptive research, more work is needed to understand both what determines variations in patterns of compensation decisions their effects. A major challenge is to formulate manageable research issues. Issues too narrowly defined suffer from ignoring the multi- dimensionality of compensation and the context in which compensation decisions occur. On the other hand, issues too broadly drawn are too time consuming, too ambiguous, too expensive, and often poorly specified. Perhaps a place to begin is to identify compensation decisions that have strategic properties. For example, do firms within the same industry establish different competitive positions in labour markets? Conventional wisdom is that they do. How do they accomplish this–by different average levels of base pay, by varying the risk-return tradeoffs or the ratio of incentives to total compensation? Do characteristics of organizations vary with their competitive position? These might include some of the determinants discussed in this paper such as organization strategies, organization characteristics, and external factors.
除了描述性研究之外，还需要更多的工作来了解是什么决定了薪酬决策模式的变化及其影响。一个主要挑战是制定可管理的研究问题。由于忽略了薪酬的多维性和薪酬决策的背景，定义过于狭窄的问题受到了影响。另一方面，过于宽泛的问题过于耗时、过于模糊、过于昂贵，而且往往规定不周。也许一个开始是确定具有战略属性的薪酬决策。例如，同一行业内的公司是否在劳动力市场上建立了不同的竞争地位？传统观点是这样的。他们是如何做到这一点的——通过不同的平均基本工资水平，通过改变风险回报权衡或激励措施与总薪酬的比例？组织的特征是否因其竞争地位而异？其中可能包括
