L'impact de la transparence salariale sur l'attraction et la rétention des talents au Québec
Kouakou, O.A.
OA Kouakou - 2025 - umontreal.scholaris.ca
Summary
The directed research paper, authored by Olivier Patrick Any Kouakou for a Master's in Industrial Relations at the Université de Montréal, investigates the multifaceted impact of salary transparency on attracting and retaining talent within Quebec. The study rigorously defines and contextualizes salary transparency in the Quebec context, delving into existing theories and research to identify both convergences and divergences in the academic literature. A key aspect of the methodology involves a comprehensive literature review, evaluated based on thematic relevance, timeliness, methodological rigor, and theoretical contribution of the selected studies. Furthermore, the research explores how employees perceive salary transparency, particularly in relation to their trust in the organization, sense of equity, and overall job satisfaction. The findings indicate that salary transparency is broadly perceived as a strategic tool capable of reducing wage disparities and enhancing corporate competitiveness. Regarding talent attraction, the paper suggests that transparency can be beneficial by reducing information asymmetry, which in turn strengthens the employer brand and makes organizations more appealing to potential candidates. However, the study also identifies a critical caveat: an overly transparent approach to salaries might inadvertently increase employee salary expectations. Concerning talent retention, the research reveals that salary transparency significantly reinforces employees' perception of organizational justice and can contribute to a reduction in staff turnover. Conversely, the paper cautions that transparency could potentially lead to internal conflicts or tensions regarding remuneration and might result in increased salary-related expenditures for companies. The effectiveness of salary transparency, therefore, is highly dependent on its careful implementation and must be integrated with other complementary human resources strategies. The analysis also highlights a notable gap in studies specifically focused on the Quebec context, underscoring the importance for local businesses to adopt a nuanced and tailored approach to salary transparency.
Key Findings
- * Salary transparency is viewed as a strategic lever to reduce wage disparities and enhance organizational competitiveness. * It can improve talent attraction by diminishing information asymmetry and bolstering the employer brand. * Excessive salary transparency, however, may lead to increased salary expectations among employees. * Transparency strengthens the perception of organizational justice and can reduce employee turnover rates. * Its successful implementation requires careful planning and integration with other HR strategies to mitigate potential internal conflicts and increased remuneration costs.