치과 의료 기관 직원의 임금만족에 영향을 미치는 요인

박영찬(Yeong-Chan Bak),정성현(Seong-Hyeon Jeong),박성남(Seong-Nam Bak),김의정(Eui-Jeong Kim),신호성(Hosung Shin) 대한치과의사협회 2016 대한치과의사협회지 Vol.54 No.5

The purpose of this study is to analyze the determinants of pay satisfaction of dental employees. The questionnaire used in this study consists of personal characteristics, characteristics of workplace, administration of pay, Pay satisfaction questionnaire (PSQ). PSQ was translated, and backward translation into korean was implemented. A pilot test was conducted with 25 dental employees to complete the questionnaire. Survey was conducted from February to July in 2015, receiving 323 valid responses. Anova or t-test was conducted with categorized characteristics, by calculating pay satisfaction scores. Principal factor analysis which is an exploratory factor analysis was conducted to investigate the consistency of pay satisfaction. Multiple regression analysis was conducted to investigate how much effect the variables have on pay satisfaction. The result of principal factor analysis showed that pay satisfaction consists of 3 factors which are ‘paying system’, ‘pay level’, ‘benefits’. ‘Pay raise’ which was one of 4 factors of original PSQ was not the factor of pay satisfaction of dental employees. The result of analysis of characteristics showed that the scores of paying system between dental clinic and dental hospital had significant difference. The result of multiple regression analysis showed tendencies pay satisfaction increases when age and monthly income increases and whole career and the number of unit chairs decreases. Increasing the autonomy of employees and simplification of paying system would improve pay satisfaction efficiently. When age increases, the pay level increases because of the seniority-based pay structure, and this leads to the higher satisfaction. The higher amount of pay leads to higher satisfaction. The expectation over pay increases relatively higher than the increase of pay level and this leads to the less satisfaction. When the number of unit chairs is fewer, the workplace is smaller, so the employees have more autonomy, and this leads to higher satisfaction.

임금에 만족한 조직구성원은 창의성이 높은가? : 조직몰입의 매개효과를 중심으로

김현진(Hyun-Jin Kim),설현도(Hyun-Do Seol) 한국무역연구원 2021 무역연구 Vol.17 No.1

Purpose This study examines the impact of pay satisfaction (e.g.,;direct compensation such as pay level satisfaction;pay raise satisfaction and pay structure/administration satisfaction) on individual creativity. Design/Methodology/Approach - The study utilized data on 209 respondents working in Korean companies which presented the main core competencies of creativity and innovation in a strategic roadmap;after which such data were analyzed with structural equation modeling techniques to test the hypothesis. Findings - Results were as follows. First;pay level satisfaction;pay raise satisfaction;and pay structure/administration satisfaction all had no direct impact on individual creativity;but these all had positive direct effects on organizational commitment. Second;pay level satisfaction;pay raise satisfaction;pay structure/administration satisfaction all affect individual creativity through the mediating role of organizational commitment;so it has been found to have a positive indirect effect on individual creativity. Third;examining the difference in effectiveness about pay satisfaction dimensions found that pay structure/administration satisfaction had the strongest positive influence on individual creativity. Research Implications - These findings suggest that innovative companies can enhance employees’ individual creativity by increasing their pay satisfaction. Moreover;organizational commitment performs an essential role as a mediating variable in the process. In other words;pay satisfaction cannot affect the creative behavior of organization members unless there is a high-quality social exchange relationship between workers and organizations and a psychological attachment to the organization. Also;pay satisfaction dimensions for direct compensation can be a significant factor in individual creativity;but pay structure/administration satisfaction is essential. In terms of pay fairness;this is in line with the previous studies’ argument that pay structure/administration for fair pay distribution becomes more critical when pay level and pay raise reach an appropriate level.

임금만족이 이직의도에 미치는 영향 : LMX 및 성장욕구강도의 조절효과를 중심으로

김원상(Wonsang Kim),김정민(Jeongmin Kim),이상호(Sangho Lee) 대한경영학회 2021 大韓經營學會誌 Vol.34 No.3

공무원의 성과상여금만족도가 보수만족, 직무만족 및 조직몰입에 미치는 영향

이희태 한국거버넌스학회 2010 한국거버넌스학회보 Vol.17 No.2

This study focuses on examining the effect of public officials' pay-for-performance satisfaction upon wage satisfaction, job satisfaction and organizational commitment positively. The results are as follows. Firstly, pay-for-performance program acceptability, effectiveness, premise fulfillment, fairness, pay-for-performance satisfaction, wage satisfaction, job satisfaction and organizational commitment are analyzed to understand the overall reaction of public officials to pay-for-performance program management. As a result, in general public officials have had a positive reaction to the basic elements of pay-for-performance program, but a highly negative reaction has been shown on the matters of managing the program. Although they agree with the program itself, they have a considerable dissatisfaction in managing the program including the standard method and result of determining the pay-for-performance. Regression analysis in verifying the factors affecting pay-for-performance satisfaction demonstrates that a positive effect is given to fairness, effectiveness, salary satisfaction and prerequisite satisfaction in the order named, but an occupational category and demographic factor have no significant impact. Most of all, efforts to improve standard and method in determining the pay-for-performance, to make democratic and rationalistic process, and to pay the actual amount in proportion to performance are essential. And, the pay-for-performance satisfaction gives the most serious effect on wage satisfaction, which is followed by organizational commitment and job satisfaction. In particular, when occupational category and demographical factors are applied, occupation makes a significant effect on wage satisfaction and job satisfaction, but no significant effect is given to organizational commitment. Among demographical factors, the level of education only has a meaningful effect, and other factors have no significant effect statistically. 본 연구는 공무원의 성과상여금에 대한 만족도가 보수만족, 직무만족, 조직몰입에 미치는 영향을 실증적으로 규명하는 데 초점을 두고 있다. 본 연구결과를 살펴보면 다음과 같다. 먼저, 성과상여금제도의 수용성, 효과성, 성과급 전제충족성, 공정성에 대한 공무원의 반응을 분석한 결과 공무원들은 성과상여금제도 자체에 대해서는 공감하고 있지만 성과상여금 결정을 위한 기준, 방법 그리고 그 결과 등과 같은 운영적 측면에 대해서는 상당한 불만을 가지고 있는 것으로 나타났다. 성과상여금만족도에 영향을 미치는 요인을 검증하기 위해 회귀분석을 한 결과 공정성, 효과성, 보수만족, 전제충족 순으로 정의 영향을 미치는 것으로 나타났으나 직종, 인구통계학적 요인은 유의미한 영향을 미치지 못한 것으로 나타났다. 따라서 성과상여금제도가 효과적으로 운영되기 위해서는 성과상여금 결정을 위한 기준과 방법의 합리성 제고, 결정과정의 민주성 및 합리성 제고, 성과에 비례한 성과급 지급 등 공정성 제고를 위한 노력이 무엇보다 중요함을 확인하였다. 그리고 성과상여금만족은 보수만족에 가장 많은 영향을 미치고 그 다음으로 조직몰입, 직무만족 순으로 정의 영향을 미치는 것을 확인할 수 있었다. 특히, 직종, 인구통계학적 변수를 통제한 결과 직종은 보수만족과 직무만족에는 유의한 영향을 미치는 것으로 나타났으나 조직몰입에는 유의한 영향을 미치지 못한 것으로 나타났으며, 인구통계적 변수의 경우는 학력만이 조직몰입에 유의한 영향을 미칠 뿐 다른 차원에는 통계적으로 유의한 영향을 미치지 않는 것으로 나타났다.

공정성 요인, 임금수준 만족 그리고 임금제도에 관한 실증연구

이정길(Jung-Gil Lee),이광희(Kwang-Hee lee) 한국산업경영시스템학회 2016 한국산업경영시스템학회지 Vol.39 No.3

The purpose of this study is to verify the role of moderating effect of pay system on the relation between organizational justice and employee’s pay level satisfaction. By default, it would be a justice find out a positive impact on pay levels satisfaction members feel. It will examine the mediating effect of the wage system the main purpose of this study is to prove their relationship. A survey was conducted to examine the role of moderating effect of pay system on the responses of 218 employees. sex, education, status, and service type were chosen as control variable, and the regression model which treated the distributive justice and procedural justice as independent variable was set. A pay system was supposed as moderating variable of the relation between organizational justice and pay level satisfaction, In addition the pay system have a dummy variable (if pay system is lower than the average, pay system is 0, else pay system is 1). The result showed that the relation of organizational justice and pay level satisfaction are significantly unique. This means that pay system moderates the relation of organizational justice and pay level satisfaction. These results are different from the prior researches which had treated pay system as mediative variable of organizational justice and pay level satisfaction. This difference may be from the property of attitude variable. For example, pay satisfaction is individual-based attitude. Moreover, organizational committment has the instrumentality for future reward, while pay satisfaction does not. The future study should consider the properties of these variables and other employee s attitude variables.

수직적, 수평적 임금격차가 구성원의 임금만족에 미치는 영향에서 대외 임금수준의 조절효과와 공정성의 매개효과: 토너먼트 이론의 검증

황은오 ( Euno Hwang ),오문환 ( Moonhwan Oh ),박지환 ( Jihwan Park ) KNU기업경영연구소 2021 기업경영리뷰 Vol.12 No.4

외환위기 이후 한국은 성과주의 인사관리가 확산되었고, 그 결과 조직 내 구성원들 간의 임금격차가 커졌다. 국내 기업의 임금 차등이 강화되는 추세임에도 정작 임금 격차가 어떠한 영향을 주는지에 대한 국내 연구는 매우 미흡한 실정이다. 본 연구에서는 토너먼트 이론을 근거로 기업의 수직적·수평적 임금격차가 근로자의 임금만족에 어떠한 영향을 미치는지에 대해 살펴보았다. 또한 그 과정에서 대외 임금수준의 조절효과와 공정성 지각의 매개효과를 검증하였다. 분석은 한국직업능력개발원의 2017년 인적자본기업패널(HCCP) 자료에 근거하였고, 총 189개 기업을 대상으로 조사하였다. 분석결과, 수직적·수평적 임금격차 모두 임금만족과 정(+)적인 관계를 보인 것으로 나타나 토너먼트 이론을 실증하였다. 수직 및 수평적 임금격차와 구성원 임금만족의 관계에서 기업의 대외 임금수준의 조절효과도 확인하였다. 공정성 지각의 매개효과 검증결과에서는 수직적 임금격차와 임금만족 간에는 ‘부분매개’ 역할을, 수평적 임금격차와 임금만족 간에는 ‘완전매개’ 효과가 있는 것으로 확인되었다. 본 연구가설의 검증결과를 통해 임금격차가 근로자의 임금만족에 긍정적인 영향을 미친다는 점과 더불어 그 과정에서 기업의 임금수준과 근로자의 공정성 지각이 각각 조절 또는 매개할 수 있다는 점에서 이론적 및 실무적 시사점을 얻을 수 있었다. 끝으로 연구의 한계점과 향후 연구 방향을 제언하였다. The main purpose of this study is to empirically examine the relationship between pay dispersion of firms and pay satisfaction of employees, and to examine the moderating and mediating effects in this relationship. Since the financial crisis, performance-based HR management has spread in Korea, and as a result, the vertical and horizontal pay dispersion within the organization has gradually widened. This study examined the effect of vertical and horizontal pay dispersion on pay satisfaction of employees. In addition, the effects of the pay satisfaction on pay satisfaction and the moderating effects of external pay levels and the perception of fairness were examined. As a result of the analysis, the vertical and horizontal pay dispersion was found to be positively related to pay satisfaction. In addition, the external pay level of firms was found to play a positive role in the vertical and horizontal pay dispersion and pay satisfaction relationship. In the case of the mediating effect, the perception of fairness of employees plays a role of ‘partial mediation’ between the vertical pay dispersion and pay satisfaction, and the role of ‘full mediation’ between the horizontal pay dispersion and pay satisfaction. The results of this research hypothesis confirmed the theoretical implications that pay dispersion affects pay satisfaction of employees. In addition, the practical implications were confirmed through the fact that the pay level of firms and the perception of fairness of employees can control or mediate the relationship.

성과주의 보상제도가 직무만족에 미치는 영향 : 임금분산의 조절효과

김현옥(Kim, Hyunok),조봉순(Cho, Bongsoon),이명주(Lee, Myeongju) 한국인사관리학회 2017 조직과 인사관리연구 Vol.41 No.3

Although the effects of companies’ pay for performance systems have been examined extensively, the effects of such systems on employee attitudes have rarely been studied. The purpose of this paper is to examine pay for performance systems’ effects on employee job satisfaction. It attempts to show the link between employee job satisfaction and the moderate role of pay dispersion within a company using a pay for performance system. In addition, we test a hypothesis that strengthens the relationship between pay for performance systems and job satisfaction when a company’s actual pay gap is large according to performance. We used Human Capital Corporate Panel (HCCP) data. This study employed the fourth data collection in 2011 and the fifth data collected in 2013 for analysis, a total of 201 firms and 3924 employees’ responses. Using Hierarchical Linear Modeling, we found that pay-for-performance systems (organizational level) affect employee job satisfaction (individual level), and we also found that pay dispersion (organizational level) within organizations has weak to moderate effects. The results of the present study support the hypothesized moderating effect of pay dispersion on employee job satisfaction within an organization using a pay-for-performance system. Based on the results, we suggest recommendations related to the adoption and implementation of pay-for-performance systems. The study’s limitations are included. 성과주의 보상제도가 기업과 개인에게 긍정적인 영향을 미치는지, 그리고 어떠한 조건하에서 그 효과가 강하게 나타나는지는 학문적으로 뿐만 아니라 실무적으로도 중요한 주제이다. 본 연구는 기업에서 실시되는 성과주의 보상제도가 개인의 직무만족에 어떠한 영향을 미치는지를 다층모형을 통해 살펴보았다. 또한 기업에서 실제 성과에 따른 임금분산이 있을 때 성과주의 보상제도와 직무만족간의 관계를 강화시키는 가설을 설정하였다. 본 연구에서는 가설을 검증하기 위하여 한국직업능력개발원의 인적자본기업패널 2011년, 2013년 자료를 사용하여 총 201개 기업, 3924명의 근로자의 응답을 최종분석 사용하였다. 독립변수인 성과주의 보상제도는 조직수준의 성과급제도로 측정하였고, 임금분산은 조직수준의 조직 내 임금격차를 임금함수의 추정을 통해 측정하였다. 종속변수인 직무만족은 개인수준에서 측정하여 조직수준의 성과주의 보상제도가 개인수준인 근로자의 직무만족에 미치는 영향을 다층모형을 통해 살펴보았다. 연구결과는 성과주의 보상제도가 근로자들의 직무만족에 긍정적인 영향을 미치며, 기업 내에서의 임금분산이 두 변수간의 관계를 조절하는 것으로 나타났다. 마지막으로 이러한 연구결과를 바탕으로 기업에서 성과주의 보상제도 도입 및 실행에 관련한 시사점을 제시하였다.

보상만족과 교육훈련만족이 직무만족에 미치는 영향: 중국 국유기업과 민영기업의 비교를 중심으로

무정문,양신봉,최병권 충남대학교 경영경제연구소 2020 경영경제연구 Vol.42 No.2

This study aims to compare the influences of pay and training satisfaction on job satisfaction between state-owned enterprise (SOE) and privately-owned enterprise (POE) in China. Data was collected from 251 Chinese employees through on-line survey. The result indicated that, first, satisfactions with pay level and benefits had positive influences on job satisfaction. Second, while perceived organizational support for training had a positive influence on job satisfaction, the significant relationship between satisfaction with training effectiveness and job satisfaction was not found. Third, as to moderating role of type of enterprise, as expected, the positive influence of perceived organizational support for training on job satisfaction was stronger for employees in POE than those in SOE. However, contrary to hypothesis, the positive influence of satisfaction with pay level and job satisfaction was also stronger for employees in POE than those in SOE. Finally, the influence of satisfaction with benefit on job satisfaction was not different between SOE and POE. This study has an implication that we simultaneously considered the effects of pay and training satisfaction that had been separatedly addressed in prior studies on job satisfaction. Practically, our finding suggests that managers in SOE and POE in China need to find the ways to enhance employees' job satisfaction in terms of pay and training by considering unique characteristics of each type of enterprise. 본 연구는 보상만족 및 교육훈련만족이 중국 조직구성원의 직무만족에 미치는 영향과 국유기업과 민영기업이라는 기업형태에 따른 이들 관계의 차이를 살펴보기 위해 시행되었다. 온라인 설문조사를 통해 확보한 중국 직장인 251명의 자료를 분석한 결과, 첫째, 보상만족과 관련하여, 보상수준만족과 복리후생만족은 직무만족에 유의한 정(+)의 영향을 미치는 것으로 나타났다. 둘째, 교육훈련만족의 경우, 교육지원인식은 직무만족에 유의한 정(+)의 영향을 주었으나, 교육효과만족은 직무만족과 유의한 관계를 보이지 않았다. 셋째, 기업형태의 조절효과 측면에서 보면, 교육지원인식이 직무만족에 미치는 정(+)의 영향은 국유기업 대비 민영기업에서 상대적으로 더 강한 것으로 나타났다. 그러나 가설과는 달리, 보상수준만족이 직무만족에 미치는 정(+)의 영향 역시 국유기업 대비 민영기업에서 더 강하게 나타났으며, 복리후생만족이 직무만족에 미치는 정(+)의 영향은 기업형태 간 유의한 차이가 나타나지 않았다. 본 연구는 그간 독립적으로 다루어져 온 보상과 교육훈련을 동시에 고려하고 그 하위차원을 구분함으로써 보상만족과 교육훈련만족이 직무만족에 미치는 세부적 영향력을 살펴보았다는 점에서 의의가 있다. 또한, 중국 경제의 전통적 기업형태인 국유기업과 시장개방 이후 증가하고 있는 민영기업 간 차이에 초점을 둔 본 연구는 기업형태별 특성을 고려하여 보상 및 교육훈련 측면에서 조직구성원의 직무만족 향상 방안을 찾는 노력이 중요하다는 시사점을 제공하고 있다.

절차공정성이 조직몰입에 미치는 영향 : 임금만족 매개효과

장은혜,이광희,장은영,윤병현 한국산업경영시스템학회 2018 한국산업경영시스템학회지 Vol.41 No.3

The purpose of this study is to verify the mediating effect of pay satisfaction on the relation between procedural justice and organizational commitment. A survey was conducted to examine the mediating effect of pay satisfaction on the responses of 529 employees. The study chose sex, age, education, position, job type and career as control variable, and the regression model which treated procedural justice as independent variable and organizational commitment as criterion variables were set. A pay satisfaction was supposed as mediating variable of these relationships. The data analysis was conducted by SAS 9.4ver and LISREL 8.80. The results of this study confirm underneath the followings. First, the relation of procedural justice and organizational commitment are significantly unique. Second, procedural justice are positively related to pay satisfaction. Third, pay satisfaction is significantly positively related to organizational commitment. Fourth, the pay satisfaction is partially mediated on the relationship between procedural justice and organizational commitment. This means that the pay satisfaction mediates the relation of procedural justice and organizational commitment. These results are different from the prior researches which had treated pay satisfaction as mediating variable of procedural justice and organizational commitment. Based on the findings of the study, this study presented managerial implications and suggestions for future studies.

An Effect of Procedural Justice on Organizational Commitment : The Mediating Effect of Pay Satisfaction

Eun-Hye Jang(장은혜),Kwang-Hee Lee(이광희),Eun-Young Jang(장은영),Byung-Hyun Yoon(윤병현) 한국산업경영시스템학회 2018 한국산업경영시스템학회지 Vol.41 No.3

The purpose of this study is to verify the mediating effect of pay satisfaction on the relation between procedural justice and organizational commitment. A survey was conducted to examine the mediating effect of pay satisfaction on the responses of 529 employees. The study chose sex, age, education, position, job type and career as control variable, and the regression model which treated procedural justice as independent variable and organizational commitment as criterion variables were set. A pay satisfaction was supposed as mediating variable of these relationships. The data analysis was conducted by SAS 9.4ver and LISREL 8.80. The results of this study confirm underneath the followings. First, the relation of procedural justice and organizational commitment are significantly unique. Second, procedural justice are positively related to pay satisfaction. Third, pay satisfaction is significantly positively related to organizational commitment. Fourth, the pay satisfaction is partially mediated on the relationship between procedural justice and organizational commitment. This means that the pay satisfaction mediates the relation of procedural justice and organizational commitment. These results are different from the prior researches which had treated pay satisfaction as mediating variable of procedural justice and organizational commitment. Based on the findings of the study, this study presented managerial implications and suggestions for future studies.