全球日益增长的收入不平等现象及其代价的议题，受到了实践界和理论界多学科的关注。本课题从组织视角出发研究纵向报酬不平等对于组织和社会福祉的影响。子研究一关注组织层面的福祉，借鉴社会学经济权力和社会地位的观点和心理学的自我确认论，发展社会地位确认的理论视角，概念化两种类型的纵向报酬差距，理论建模并实证检验二者对员工福祉的差异化影响，及组织环境和员工自身因素的条件作用。子研究二关注社会层面的福祉，将组织纵向报酬差距与社会收入不平等和公民福祉做关联比较分析，并探索政府雇佣和福利政策作为边界条件的作用。课题两大理论创新:一是从报酬不平等的根源出发，据其心理映射进行理论分类，区别于之前文献的一元构念，有助深入理解不同形式纵向报酬差距的差异化影响，解释文献结果的不一致;二是开创性地探索组织报酬不平等的社会层面结果，为解决社会不平等的负面效应提供新的改善方法和路径，更好指导企业高管和员工报酬实践。

Income inequality and its negative consequences have increasingly drawn attention of scholars from multiple disciplines. From an organizational perspective, this project examines the effects of firm’s vertical pay inequality on various level of well-being. Study 1 focuses on organizational employee’s well-being. Based on social status perspective in sociology and self-affirmation theory in psychology, we develop a status-affirmation perspective to conceptualize two types of vertical pay inequality—achieved and ascribed. We theorize and empirically examine that employee well-being will relate differently to the two types of inequality, we also identify external and internal status-affirmation mechanisms that may attenuate or accentuate the effect of the two types of pay inequality. Study 2 focuses on societal-level well-being. Using a combined data set of societal/citizen well-being over ten years, we compare the influence of organizational pay inequality and societal-level income inequality on citizens’ subjective well-being. We further identify some societal and organizational level moderators as boundary conditions. This project has two theoretical contributions to organizational pay inequality and well-being literature. First, we advance the underlying implications of vertical pay inequality research by proposing two types of vertical pay inequality based on societal and psychological perceptions and exploring its different effects, going beyond the prior literature treating vertical pay inequality as a unitary construct. Second, we address the societal outcomes of organizational pay inequality, providing a new perspective of exploring and solving the societal inequality problems. This project will also have important practical implications for organizational compensation policy, especially in Chinese context where the government has dominant power in setting executive compensations in SOEs.