In conclusion, Sara L. Rynes et al. (2004) have offered a inspiring point of view to find out the gap between what employees say and do concerning pay importance. The abundant literature review about the studies about pay importance have been helpful to support its statement that the importance of pay is much higher than the self-report of employees and the perceptions of HR professionals. The limitation of the research of this article lies in the introduction of the background of the studies and details of them. As for the statement of this article, this essay would like to suggest a more thorough clarification of the factors, including different stages of jobs, types of occupations, firm sizes, and so on. Another suggestion of taking into account the special group of people, namely NGO employees, is finally presented.
首先，應該對工作的不同階段進行澄清，比如在選擇工作之前，在職和留任，以及更換工作。鑒于Sara L.Rynes等人（2004年）的文章區分了工作前和工作中人們的薪酬激勵因素，Amy B.Henley（2005年）的另一項研究根據對208名護士的數據分析，提供了一個人們面臨薪酬壓縮的例子。他在論文中指出，個人和背景差異因素都會影響員工對不同程度薪酬壓縮的反應。他的分析結果顯示，面對更高程度的壓力，員工對薪酬公平的看法會下降，因此他們離開現有組織以解決不公平感的意愿會上升。
first, clarification should be taken on regarding different stages of working like before choosing the job, on-the-job and retention, and changing the job. Given that Sara L. Rynes et al.‘s (2004) article has differentiated between the pay motivator to people before the job and on the job, another study of Amy B. Henley (2005) has offered an example of what people do facing pay compression based on the data analysis of 208 nurses. He argues in his dissertation that both individual and contextual difference factors will affect the employees’ reactions to different degrees of pay compression. The results of his analysis shows that the employees’ perceptions of pay equity would fall facing a higher level of compression and thus their intentions to leave their current organization in order to resolve the sense of inequity would rise.
Second, clarification should also be made among some significant items, such as different types of occupations, ages, genders, job hierarchy, firm size, and so on. Robert Colby Buzzell (2001) in his doctoral dissertation has done research about job satisfaction and pay of Naval Aviators. He claims that goals play an important role in their minds. If a Naval Aviator’s goal, for example, is to be an airline pilot, it will be easy for him to accept the short term pay decrease and wait for a long term goal and aspirations. The different types of jobs, containing certain special characteristics, may contribute new dimensions or factors to pay analysis. As for the other factors, like gender and age, which are supposed to affect the decision and attitude of people regarding pay important and levels of pay, although need much more studies to concentrate on them. But what can be certain is that the more clarification is made among the factors, the clearer the role of pay motivator is to be presented.
Finally, too much emphasis may have been placed to pay by the authors. According to the authors, pay is regarded to be a powerful motivator and maybe the most powerful potential one if in pay-performance environments (Sara L. Rynes et al., 2004). However, they ignore the possibility of a group of people who do not care pay so much as most people. For example, some people who have chosen the job in NGOs are those who play the other items – e.g. commitment to social development, commitment to assisting weak groups of people, and desire for education improvement – in a more important position than pay. Frontera (2007) claims that low salary, though, is attributive to the high turnover of employees of NGOs, solutions can be suggested by meeting their personal and professional needs. Specifically, those needs include cultural incentives and activities, engagement of both volunteers and staff in dialogue, enhancing respect and appreciation and other mixture of incentives.