Does consistency of pay levels, knowledge of principles and perception of the superior affect the assessment of remuneration justice? – Evidence from Poland and Lithuania

Abstract

This paper analyses the relation between organisational justice in its three aspects: distributive, procedural and interactional, and employees’ subjective perception of remuneration justice using the case studies of Poland and Lithuania. Assessment of remuneration justice was inferred with regards to the theory of organisational justice. The conditions of the labour markets in Poland and Lithuania act as the background for the analysis of empirical data. We identified the factors influencing the perception of the fairness of remuneration by Polish and Lithuanian employees. Our results indicate that the assessment is carried out in a comprehensive manner. Comparisons between Poland and Lithuania show that the evaluation criteria are not universal. In the case of Polish employees, the perception of remuneration justice was influenced by the conviction regarding the adequacy of pay relative to the tasks performed, equal pay for similar work and solicitude of the superior. The Lithuanians’ assessment was dependent on the adequacy of remuneration in relation to the work performed and the degree of care exercised by the superior.