ABSTRACT

The transformation of state-owned enterprises (SOEs) has been a central point of Vietnam’s economic reforms commencing in the late 1980s. This transformation has led to significant changes in compensation policy and practices. The perception of pay equity among SOE employees has also shifted from a view of respecting harmony and collectivism towards greater individualism and performance based pay. This study investigates the relationships between compensation and employee perceptions of pay equity. We present a theoretical framework based on Compensation Theory and Equity Theory and employ a quantitative approach. The results confirm positive relationships between four main compensation components of: minimum wage, salary, benefits and relational returns, with perceptions of pay equity. The findings are significant and contribute to a theoretical understanding in the context of an Asian economy moving from a collectivist to a more individualist focus. They also provide guidance for practitioners to enable them to develop compensation policies and practices that improve employee perceptions of pay equity which in turn can boost efficiency and effectiveness.

摘要

国有企业转型一直是 20 世纪 80 年代末开始的越南经济改革的核心。这一转变导致薪酬政策和实践发生重大变化。国有企业员工对薪酬公平的看法也从尊重和谐和集体主义的观点转向更加个人主义和基于绩效的薪酬。本研究调查了薪酬与员工对薪酬公平的看法之间的关系。我们提出了一个基于补偿理论和股权理论的理论框架，并采用了定量方法。结果证实了四个主要薪酬组成部分之间的正相关关系：最低工资、薪水、福利和关系回报与薪酬公平的看法。这些发现意义重大，有助于对亚洲经济从集体主义转向个人主义的背景下进行理论理解。它们还为从业者提供指导，使他们能够制定薪酬政策和实践，改善员工对薪酬公平的看法，从而提高效率和效益。