Journal of Korean Society of Industrial and Systems Engineering (산업경영시스템학회지)

Society of Korea Industrial and System Engineering (한국산업경영시스템학회)
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An Empirical Study on the Relationship of Justice, Pay Level Satisfaction and Pay System

공정성 요인, 임금수준 만족 그리고 임금제도에 관한 실증연구

  • Lee, Jung-Gil (Department of Management, Graduate School of Kumoh National Institute of Technology) ;
  • lee, Kwang-Hee (Department of Management, Graduate School of Kumoh National Institute of Technology)
  • 이정길 (금오공과대학교 경영학과) ;
  • 이광희 (금오공과대학교 경영학과)
  • Received : 2016.05.12
  • Accepted : 2016.09.08
  • Published : 2016.09.30
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Abstract

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.

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