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Understanding East–West Cultural Differences on Perceived Compensation Fairness Among Executives: From a Neuroscience Perspective
Cognitive neuroscience research has found that individuals from different cultures have different neural responses and emotional perceptions. Differences in executives’ perception of external pay gaps in different cultures can affect their work attitudes and behavior. In this study, we explore the d...
Autores principales: | , , , , , |
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Formato: | Online Artículo Texto |
Lenguaje: | English |
Publicado: |
Frontiers Media S.A.
2022
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Materias: | |
Acceso en línea: | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8847769/ https://www.ncbi.nlm.nih.gov/pubmed/35185709 http://dx.doi.org/10.3389/fpsyg.2021.815641 |
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author | Yu, Fan Zhao, Ying Yao, Jianfeng Farina Briamonte, Massimiliano Profita, Sofia Liu, Yuhan |
author_facet | Yu, Fan Zhao, Ying Yao, Jianfeng Farina Briamonte, Massimiliano Profita, Sofia Liu, Yuhan |
author_sort | Yu, Fan |
collection | PubMed |
description | Cognitive neuroscience research has found that individuals from different cultures have different neural responses and emotional perceptions. Differences in executives’ perception of external pay gaps in different cultures can affect their work attitudes and behavior. In this study, we explore the direct relationship between executive compensation fairness and executive innovation motivation. We also investigate the moderating effects of Confucian culture and western culture between executive compensation fairness and executive innovation motivation. Data were collected from the Chinese listed firms from 2011 to 2019 and test the relationship using the fixed-effect panel regression models. The results demonstrate that executive compensation fairness positively influences the executive innovation motivation. This effect is more pronounced in Confucian culture regions, while Western culture weakens this effect. The findings of this study confirmed that executive compensation fairness, provide a cross-cultural comparison for compensation research, validate the findings of cultural neuroscience, and provide useful insights into the research of common prosperity. To improve the corporate compensation structure, it is necessary to consider the relative pay equity with firms in the same region and the influence of corporate culture. |
format | Online Article Text |
id | pubmed-8847769 |
institution | National Center for Biotechnology Information |
language | English |
publishDate | 2022 |
publisher | Frontiers Media S.A. |
record_format | MEDLINE/PubMed |
spelling | pubmed-88477692022-02-17 Understanding East–West Cultural Differences on Perceived Compensation Fairness Among Executives: From a Neuroscience Perspective Yu, Fan Zhao, Ying Yao, Jianfeng Farina Briamonte, Massimiliano Profita, Sofia Liu, Yuhan Front Psychol Psychology Cognitive neuroscience research has found that individuals from different cultures have different neural responses and emotional perceptions. Differences in executives’ perception of external pay gaps in different cultures can affect their work attitudes and behavior. In this study, we explore the direct relationship between executive compensation fairness and executive innovation motivation. We also investigate the moderating effects of Confucian culture and western culture between executive compensation fairness and executive innovation motivation. Data were collected from the Chinese listed firms from 2011 to 2019 and test the relationship using the fixed-effect panel regression models. The results demonstrate that executive compensation fairness positively influences the executive innovation motivation. This effect is more pronounced in Confucian culture regions, while Western culture weakens this effect. The findings of this study confirmed that executive compensation fairness, provide a cross-cultural comparison for compensation research, validate the findings of cultural neuroscience, and provide useful insights into the research of common prosperity. To improve the corporate compensation structure, it is necessary to consider the relative pay equity with firms in the same region and the influence of corporate culture. Frontiers Media S.A. 2022-02-02 /pmc/articles/PMC8847769/ /pubmed/35185709 http://dx.doi.org/10.3389/fpsyg.2021.815641 Text en Copyright © 2022 Yu, Zhao, Yao, Farina Briamonte, Profita and Liu. https://creativecommons.org/licenses/by/4.0/This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) and the copyright owner(s) are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms. |
spellingShingle | Psychology Yu, Fan Zhao, Ying Yao, Jianfeng Farina Briamonte, Massimiliano Profita, Sofia Liu, Yuhan Understanding East–West Cultural Differences on Perceived Compensation Fairness Among Executives: From a Neuroscience Perspective |
title | Understanding East–West Cultural Differences on Perceived Compensation Fairness Among Executives: From a Neuroscience Perspective |
title_full | Understanding East–West Cultural Differences on Perceived Compensation Fairness Among Executives: From a Neuroscience Perspective |
title_fullStr | Understanding East–West Cultural Differences on Perceived Compensation Fairness Among Executives: From a Neuroscience Perspective |
title_full_unstemmed | Understanding East–West Cultural Differences on Perceived Compensation Fairness Among Executives: From a Neuroscience Perspective |
title_short | Understanding East–West Cultural Differences on Perceived Compensation Fairness Among Executives: From a Neuroscience Perspective |
title_sort | understanding east–west cultural differences on perceived compensation fairness among executives: from a neuroscience perspective |
topic | Psychology |
url | https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8847769/ https://www.ncbi.nlm.nih.gov/pubmed/35185709 http://dx.doi.org/10.3389/fpsyg.2021.815641 |
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