1、外文文献翻译译文一外文原文原文WHATMAKEASALARYSEEMREASONABLEHIGHHOUSESCOOT，BROOKSLABERMARGARETEALTHOUGHCONSIDERABLERESEARCHATTENTIONHASBEENDIRECTEDATUNDERSTANDINGPERCEPTIONSOFSALARYFAIRNESS,VERYLITTLEATTENTIONHASBEENGIVENTOHOWSALARYEXPECTATIONSAREFORMEDORHOWTRIVIALELEMENTSOFTHEJOBSEARCHCONTEXTMAYINFLUENCETHESEEXPEC
2、TATIONSTWOEXPERIMENTSDEMONSTRATEDHOWTHESIMPLEMANIPULATIONOFRESPONSEOPTIONSFORAMULTIPLECHOICEITEMMAYINFLUENCESUBSEQUENTSALARYEXPECTATIONSANDSALARYSATISFACTIONRESULTSAREDISCUSSEDINLIGHTOFPARDUCCIS1995CONTEXTUALTHEORYITHASBEENREPEATEDLYSHOWNTHATTHEWAYINWHICHAQUESTIONISASKEDCANINFLUENCEPERCEPTIONSOFWHAT
3、ISNORMALFOREXAMPLE,HARRISFOUNDTHATPEOPLEWHOWEREASKEDHOWSHORTWASTHEBASKETBALLPLAYERESTIMATEDLOWERHEIGHTSTHANPEOPLEWHOWEREASKEDHOWTALLWASTHEBASKETBALLPLAYERSIMILARLY,LOFTUSFOUNDTHATPEOPLEWHOWEREASKEDDOYOUGETHEADACHESFREQUENTLYREPORTEDMOREHEADACHESTHANPEOPLEASKEDDOYOUGETHEADACHESOCCASIONALLYMORERECENTL
4、Y,NORBERTSCHWARZANDHISCOLLEAGUESIDENTIFIEDNUMEROUSEXAMPLESOFHOWTHEWORDINGOFSURVEYITEMSCANSTRONGLYIMPACTSELFREPORTSFOREXAMPLE,SCHWARZREPORTEDRESEARCHSHOWINGTHATPEOPLECLAIMEDAHIGHERLIFESUCCESSWHENTHENUMERICVALUESOFALIFESUCCESSITEMRANGEDFROM5TO5,THANWHENTHEYRANGEDFROM0TO10HEDESCRIBEDANOTHERSTUDYSHOWING
5、THATPSYCHOSOMATICPATIENTSREPORTEDSYMPTOMFREQUENCIESOFMORETHANTWICEAMONTHWHENTHEITEMSRESPONSESCALERANGEDFROMTWICEAMONTHORLESSTOSEVERALTIMESPERDAY,BUTDIDNOTDOSOWHENTHESCALERANGEDFROMNEVERTOMORETHANTWICEAMONTHSCHWARZSUGGESTEDTHATRESPONDENTSTOSURVEYSASSUMETHATTHEVALUESINTHEMIDDLERANGEOFASCALEREFLECTTHET
6、YPICALVALUEINTHEREALWORLD,WHEREASTHEEXTREMESOFTHESCALECORRESPONDTOTHEEXTREMESOFTHEDISTRIBUTIONMOREPROVOCATIVEISTHEFINDINGTHAT,INADDITIONTOAFFECTINGRESPONDENTSBEHAVIOURALREPORTSONSURVEYS,THESESIMPLECONTEXTEFFECTSMAYALSOAFFECTSUBSEQUENTJUDGMENTSFOREXAMPLE,PATIENTSINSCHWARZANDSCHEURINGSSTUDYREPORTEDAHI
7、GHERHEALTHSATISFACTIONWHENTHERESPONSESCALESUGGESTEDTHATTHEIRSYMPTOMFREQUENCYWASBELOWAVERAGESIMILARTOTHESCHWARZANDSCHEURINGSTUDY,OURRESEARCHEXAMINEDTHEEFFECTSOFRESPONSESCALESONSUBSEQUENTJUDGMENTSHOWEVER,THERESPONSESCALEPARADIGMWASUSEDTOEXAMINEBROADERTHEORETICALISSUESREGARDINGTHEIMPACTOFTHEJOBSEEKINGC
8、ONTEXTONEXPECTATIONSABOUTPAYDESPITETHEIMPORTANCEOFSTARTINGSALARYINTHEJOBCHOICEPROCESS,VERYLITTLERESEARCHHASFOCUSEDONFACTORSTHATHASFOCUSEDONINCUMBENTSATISFACTIONWITHORGANIZATIONALPAYNOTEDTHATTHEEXISTINGMEAGRERESEARCHONJOBSEEKEREXPECTATIONSFORSTARINGSALARYISMOREFRAGMENTEDTHANPROGRAMMATICTHEAUTHORSSUGG
9、ESTEDTHATRESEARCHERSDRAWFROMTHEVASTLITERATUREONDECISIONMAKINGTOUNDERSTANDHOWINDIVIDUALANDSITUATIONALFACTORSINFLUENCESALARYPERCEPTIONSOURFAILURETOFINDEFFECTSCONSISTENTWITHADAPTATIONLEVELTHEORYFOROURSAMPLEOFJOBSEEKERSWASCONSISTENTWITHPARDUCCI,CALFEE,MARSHALL,ANDDAVIDSONS1960FAILURETOSUPPORTADAPTATIONL
10、EVELTHEORYPREDICTIONSINTHELABPARDUCCIANDHISCOLLEAGUESFOUNDTHAT,HOLDINGALLELSECONSTANT,VARIATIONINTHEMEANOFADISTRIBUTIONOFNUMBERSHADNOEFFECTONSTUDENTPERCEPTIONSOFTHETYPICALNUMBERSIMILARY,ORDEZETAL2000,INASTUDYOFDISTRIBUTIVEFAIRNESSPERCEPTIONS,FOUNDTHATMBASPRESENTEDWITHTWOREFERENCESALARIESIE,SALARYOFA
11、PEERPAIDHIGHERANDSALARYOFAPEERPAIDLOWERDIDNOTAVERAGETHESEREFERENCEPOINTSINTHEMANNERPREDICTEDBYADAPTATIONLEVELTHEORYORDEZANDHERCOLLEAGUESRECOMMENDEDTHATFUTURERESEARCHEXAMINEWHATHAPPENSWHENPEOPLEAREPRESENTEDWITHMORETHANTWOREFERENCESALARIESPARDUCCIS1995CONTEXTUALTHEORYGENERALLYPROPOSESTHATATTRIBUTEJUDG
12、MENTSREFLECTACOMPROMISEBETWEENARANGEPRINCIPLEANDAFREQUENCYPRINCIPLEMOSTRELEVANTTOTHEPRESENTCONCERNISTHEFREQUENCYPRINCIPLE,WHICHISATENDENCYFORPEOPLETOASSIGNTHESAMENUMBEROFCONTEXTUALREPRESENTATIONSTOEQUALSEGMENTSOFTHESCALEOFJUDGMENTFOREXAMPLE,IFFEWERTHANONEHALFOFSALARIESAVAILABLEINTHEIMMEDIATECONTEXTE
13、G,SALARIESINCLASSIFIEDADVERTISEMENTSAREBELOWAPARTICULARSALARY,THATSALARYISPERCEIVEDTOBEINTHEBOTTOMHALFOFTHESCALEOFJUDGMENTASANOTHERSIMPLEEXAMPLE,CONSIDERASUMMERJOBSEEKERWHOSETHREEFRIENDSHAVEACCEPTEDJOBSWITHHOURLYRATESOF5,10,AND11ANOFFEROF850MAYBEPERCEIVEDTOBENEARTHEBOTTOMOFSALARIESAVAILABLEINTHEMARK
14、ET,BECAUSETWOOFTHETHREEAVAILABLESTRATEGIESAREABOVETHATOFFER,EVENTHOUGHITISOBJECTIVELYABOVETHEMIDPOINTOFTHESALARIESOFHISFRIENDSARELATEDPHENOMENON,CALLEDTHEALTERNATIVEOUTCOMESEFFECTWINDSCHITLHIGH30,00065,000ANDFREQUENCYOFMULTIPLECHOICEOPTIONSABOVEATARGETSALARYLOWFREQUENCYHIGHFREQUENCYTHEOVERALLRANGERO
15、UGHLYCORRESPONDEDWITHTHERANGEOFANNUALSTARTINGSALARIESOFRECENTGRADUATESFROMTHEBUSINESSSCHOOLIE,21,00065,000NOTETHATTHEMANIPULATIONOFRANGEENDPOINTSSEEFIG1ISDISTINCTFROMAMANIPULATIONOFRANGEWIDTH,WHICHHASAPPEAREDINEARLIERRESEARCHBYRYNESETAL1983ANDHIGHHOUSEETAL1999THEWIDTHOFTHESALARYRANGEIE,35,000REMAINE
16、DCONSTANTACROSSEXPERIMENTALCONDITIONSINOURSTUDYTHEOPTIONFREQUENCYMANIPULATIONWASDESIGNEDUSING40,000ASTHETARGETSALARYLOWFREQUENCY1RESPONSEOPTIONABOVE40,000HIGHFREQUENCY4RESPONSEOPTIONSABOVE40,000THETARGETSALARYISTHEMIDPOINTOFTHEENTIRESALARYRANGEIE,HALFTHEDISTANCEBETWEENTHELOWESTSALARYINTHELOWENDPOINT
17、LEVELCONDITIONANDTHEHIGHESTSALARYINTHEHIGHENDPOINTLEVELCONDITIONEACHPARTICIPANTRECEIVEDONEENDPOINTLEVELANDONEFREQUENCYCONDITIONINA2X2BETWEENSUBJECTSFACTORIALDESIGNALTHOUGHPREVIOUSRESEARCHHASSHOWNTHATTHESOCIALENVIRONMENTCANHAVEANIMPACTONPERCEPTIONSOFAFAIRSTARINGSALARY,FARFEWERSTUDIESHAVEINVESTIGATEDT
18、HEIMPACTOFCONTEXTUALFEATURESOFTHEDECISIONMARKINGENVIRONMENTTHATMAYINFLUENCESALARYEXPECTATIONSTHERESEARCHTHATDOESEXISTHASFOCUSEDONTHEWIDTHOFTHERANGEOFSALARIESAVAILABLEINTHEMARKETOURRESEARCHBUILDSONTHISWORKBYSHOWINGTHATFACTORSOTHERTHANRANGEWIDTHMAYINFLUENCESALARYEXPECTATIONSDRAWINGFROMPARDUCCISCONTEXT
19、UALTHEORYWEEXPECTEDTHAT,HOLDINGSALARYRANGECONSTANT,THEFREQUENCYOFSALARYOPTIONSABOVEANDBELOWATARGETSALARYWOULDINFLUENCESALARYEXPECTATIONSINDEPENDENTOFTHELEVELOFTHEENDPOINTSOFSALARIESINTHEMARKETOURFIRSTEXPERIMENT,USINGTHEMANIPULATEDRESPONSEOPTIONPARADIGM,SHOWEDTHATTHEFREQUENCYOFRESPONSEOPTIONSABOVEATA
20、RGETSALARYINTHERESPONSECATEGORIESFORANITEMONATYPICALCAREERSURVEYINFLUENCEDLATERREPORTSOFEXPECTEDSTARINGSALARYFORAGROUPOFBUSINESSMAJORSCONTRARYTOHELSONSADAPTATIONLEVELTHEORY,THESALARYENDPOINTLEVELHADNOEFFECTONEXPECTATIONSFORTHISGROUPTHUS,CONSISTENTWITHPARDUCCISPROPOSITION,OURFINDINGSSHOWEDTHATONEMUST
21、CONSIDERNOTONLYTHELEVELOFTHEENDPOINTSOFSALARIESINTHEIMMEDIATECONTEXTBUTALSOTHEPERCEIVEDFREQUENCYOFSALARIESTHESECONDEXPERIMENTSHOWEDTHATTHESEEFFECTSCANEXTENDBEYONDSALARYEXPECTATIONSTOINFLUENCESATISFACTIONWITHJOBOFFERSTHEFREQUENCYOFRESPONSEOPTIONSABOVETHEMIDPOINTSALARYINAMULTIPLECHOICEITEMHADAMAINEFFE
22、CTONSALARYSATISFACTIONANDJOBATTRACTIVENESSFORPSYCHOLOGYSTUDENTSPRESENTED20MINLATERWITHAHYPOTHETICALJOBADVERTISEMENTTHESERESEARCHRESULTSSUGGESTTHATSALARYEXPECTATIONS,ATLEASTFORNAIVEJOBSEEKERS,CANBEINFLUENCEDBYSIMPLEFEATURESOFTHECONTEXTUALENVIRONMENTUNFORTUNATELY,LONGITUDINALINVESTIGATIONSAREHIGHLYDYN
23、AMICFUTURERESEARCHISNEEDEDTHATEMPLOYSMOREMOMENTTOMOMENTASSESSMENTSSEESTONE,SHIFFMAN,高15,00050,000美元和频率30,00065,000美元以上目标选择多项选择题工资低频高频。整个范围的范围大致相当于每年最近的毕业生起薪商学院例如,21,00065,000美元。注意操作范围端点参阅图1的手法截然不同的范围宽度,而出现在早期的研究中,RYNES孙俐。1983和HIGHHOUSE孙俐。1999。工资范围的宽度例如,三万五千美元在实验条件下保持不变地学习。OPTIONFREQUENCY操作的设计采用为目标4万
24、美元的工资低频1反应4万美元以上的选择、高频率响应4例4万美元以上的选择。目标的工资全部的中点处的薪水范围即之间的距离一半最低工资低端点水平状态和最高的薪水端点水平高的情况下。每个参与者接受一个端点水平和一种频率的条件在22BETWEENSUBJECTS析因设计。尽管以前的研究已经证明了，社会环境可以影响对薪酬的公平观念，但很少有研究调查了决策环境的情景特征的影响，这些影响可能影响员工的薪资期望。这些研究确实存在，而且聚交于市场薪酬的范围宽度。我们的研究建立在通过表明范围宽度以外的因素可能会影响薪资期望这样一个工作基础之上。借鉴帕尔杜齐的情景理论，我们预计，控制薪资范围不变，薪资选项的频率在目
25、标薪资的上下将影响薪资期望在市场上的薪资端点的独立等级。我们的第一个实验，使用了操纵响应选项的模式，表明了响应选项的频率在响应类别的目标薪资之上，作为一个典型的职业调查项目，影响了后来的对期望薪资作为一个大型业务薪资的报告。与海尔森的适应水平理论相反，薪资的端点水平对这个小组的期望没有影响。因而，与帕尔杜奇的主张一致，我们的研究结果显示，一个人不仅要考虑在不久的背景下的薪金的端点水平，还要考虑感知的工资频率。第二次实验结果表明，这些影响可能超出预期员工的薪资期望，从而影响对用人单位的满意度。在上述的多种应对工资频率的选择方案，对员工的薪资满意度和工作吸引力有一个主要的影响，向心理学的大学生提出
26、了20分钟后与假设的招聘广告。这些研究结果表明,至少对天真的求职者来说，薪酬预期可能被环境的语境的功能影响。不幸的是，纵向是高度动态的调查。今后的研究需要聘用更多的时刻到时刻的评估（见求职者的工资期望，SHIFFMAN,DECRIES，1999）。我们不怀疑，然而，我们的结果是不仅限于在我们的实验中的简单的数值锚。相当多的研究表明，简单的数字锚可以影响专家判断，就像影响新手一样。同样，研究利用不同的专家，例如农业法官，假释办公室，法院法官，已经得出的结论是，这些法官的经验并没有使他们对简单的背景不易受到影响。BARBER和BRETZ2000指出，了解不同的背景如何对一个给定的工资引起不同，对这
27、点进行评价对组织是很重要的“作为组织，无法预测员工对支付方法的反应，在没有评价这种支付方式的标准知识的情况下”。我们相信，除了这些知识对组织的重要性，这些知识对求职者也是非常重要的。求职者需要注意，他们的薪酬预期可能被他们的曝光的薪酬无意地影响，这对他们的处境可能或不可能有多大意义。人们经常要面对的工资的不均分配，因此他们往往倾向于听那些获得比他们薪酬高的求职者的消息，而不是那些获得平均薪酬的求职者的消息。这就创建了一个认知背景，在这种背景下，向员工提供的薪酬很可能在底层作为一半薪酬的判断而被感知，即使当他们客观的存在于薪酬分布的附近时这些期望可能与较高的薪酬谈判。这可能是积极的，如果它导致员工持有高度的期望，这些期望可能与较高的工资谈判。尽管一般来说，对于求职者来意识到他们何时会被影响是很重要的。求职者必须意识到从小样本标志推断的危险，作为小样本的薪酬可能不能代表有关的工作人们对薪酬的标准。今后的研究可能会考虑这种基础训练是否能向求职者灌输，用以针对简单的前后效应。口的工资分配。演示的上下文依据可能简单的向人们展示一个典型调查的选择题如何影响他出处FREQUENCYCONTEXTEFFECTSONSTARTINGSALARYEXPECTATIONSJOURNALOFOCCUPATIONALORGANIZATIONALPSYCHOLOGY,VOLUME67,20031P69
