• 유통과학연구
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• 제19권10호
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• pp.65-74
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• 2021

Purpose: The purpose of this study is to identify the maximum organizational effectiveness of compensation systems in the distribution industry. It is to identify the relationship between structural compensation and organizational effectiveness. It also aims to clarify whether distributive justice plays as a controlling variable between two variables. Research design, data and methodology: This study was conducted on distribution industry employees. The questionnaire was collected through self-subscription. A total of 209 questionnaires were collected during the month of April 2021, of which 203 were used as valid samples. Results: Structural compensation have been shown to have a positive impact on two sub-factors of organizational effectiveness. In the verification of the controlling effect of distributive justice, perceived fairness has a control effect on the relationship between extrinsic compensation and organizational effectiveness but it does not show a controlling effect on the relationship between intrinsic compensation and organizational effectiveness. Conclusions: Structural compensation has a positive effect on organizational effectiveness. The distribution industry should aware of the compensation and the perceived fairness. The fairness of distribution plays a role in identifying the recognition of compensation and organizational feasibility, identifying motivations of employees, and mediating proper strategies to enhance job satisfaction.

• 품질경영학회지
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• 제49권3호
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• pp.313-326
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• 2021

Purpose: Prior studies have sought to find antecedent to improve firm performance. However, research on compensation systems and employees' psychological mechanisms have been relatively limited. In this sense, this study has investigated the impact of compensation gap between TMT and employees on firm performance, and explored the factors that affect the above relationship. Specifically, this study analyzed the direct impact of compensation gap on firm performance. In addition, the process of compensation gap to firm performance is assumed to be significantly influenced by employees' recognized promotion system and satisfaction with TMT. Therefore, we examined moderating effects of both promotion probability and opportunity, and satisfaction with TMT on the relationship between compensation gap and firm performance. Methods: For empirical test, financial variables were collected from TS-2000 database, and moderating variables were collected form Job Planet for listed firms in Korea. We conducted hierarchical regression analysis to test hypotheses. Results: The findings of empirical analysis are as follows. First, compensation gap between TMT and employees had a positive effect on firm performance. Second, when promotion probability and opportunity was high, the effect of compensation gap on firm performance was strengthened. Third, when satisfaction with TMT was high, the positive effect of compensation gap on firm performance was also strengthened. Conclusion: Our findings have expanded prior research on human resource management and labor relation by identifying the positive role of compensation gap between TMT and employees on firm outcome. Moreover, our results also indicated that promotion probability and opportunity, and satisfaction with TMT, which has not been addressed well in previous studies, were important conditions enhancing the positive relationship between compensation gap and firm performance. Finally, this study suggest several theoretical and managerial implication with future research direction.

• 한국콘텐츠학회논문지
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• 제16권7호
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• pp.359-367
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• 2016

본 연구는 지각된 공정성이 보상의사소통과 직무만족의 관계를 매개할 수 있는지 실증적으로 검증하기 위한 목적으로 시도되었다. 보상이 이루어지는 시점에서 기업과 종업원의 적절한 정보교환을 포함한 의사소통은 종업원의 직무만족을 가져올 수 있다. 또한 종업원이 보상과 관련된 정보교환의 과정에서 지각하는 공정성의 수준에 따라 직무만족의 변화가 이루어질 수 있다. 본 연구는 세 변수간의 관계를 실증 자료를 활용하여 검증함으로써 지각된 공정성의 실질적인 의미를 확인하였다. 실증분석 결과 보상의사소통은 직무만족에 긍정적인 영향을 미치며, 종업원이 보상과 관련되어 조직에 대한 공정성을 지각하는 정도가 높을수록 직무만족 역시 확대된다는 사실이 확인되었다. 본 연구는 실증연구의 결과를 바탕으로 보상이 이루어지는 상황에서 조직의 관리자가 종업들의 직무에 대한 만족도를 높이기 위한 구체적이고 실천적인 방향을 제시하였다.

• The Journal of Asian Finance, Economics and Business
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• 제6권3호
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• pp.305-313
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• 2019

The study examines whether higher CEO compensation is related to unobserved future firm performance in an emerging market, Pakistan. Further, it extends its scope to analyzing the impact of group affiliation and ownership concentration on the relationship between CEO compensation and future firm performance. The study uses an unbalanced panel data consisting of 1508 firm-year observations from 225 non-financial listed companies in Pakistan Stock Exchange (PSX) for period 2005 to 2012. The multiple regression models adjusted to heteroskedasticity and autocorrelation in error terms are used. The study finds that, in general, CEO compensation is positively associated with future operating performance. However, higher CEO compensation leads to lower operating performance in firms that have lower ownership concentration and are affiliated with business groups. When firms are not affiliated with any group and have high ownership concentration, the relationship between excessive CEO compensation and future operating performance becomes insignificant. Given that efficient compensation packages may lead to long term value creation to shareholders and reduce agency problems, this study highlights an important moderating role of ownership concentration and group affiliation of the firms in emerging markets.

• 디지털융복합연구
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• 제19권3호
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• pp.151-160
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• 2021

본 연구의 목적은 CSR이 경영자성과보상민감도에 미치는 영향을 확인하고, 지배구조가 효율적으로 운영되는지의 여부에 이러한 관련성에 차이가 나타나는지를 확인하는 것이다. 분석을 위한 표본은 2011-2017년 KOSPI상장기업을 대상으로 하였으며, 회귀분석을 수행하여 관련성을 확인하였다. 연구결과는 첫째, CSR을 수행하는 기업에서 회계성과보상민감도는 음(-)의 관계, 주식성과보상민감도는 양(+)의 관계가 나타났다. 둘째, CSR과 경영자성과보상민감도는 지배구조의 형태에 따라 달라지는데, CSR을 수행하는 기업에서는 지배구조가 효율적일 때 경영자보상제도와 대체적으로 상호 보완하는 역할을 하는 것으로 나타났다. 이러한 결과는 CSR을 수행하는 기업에서 경영자의 의사결정을 장기적인 관점에서 주주 이익을 높이는 방향으로 유인하기 위해서는 기업 내 효과적인 경영자유인보상제도를 설계할 필요성이 있음을 시사한다. 또한, 지배구조와의 관계를 파악하여 서로 중복되는 장치들을 줄이거나 개선한다면 기업 가치를 높이는데 기여할 수 있을 것이며, 이와 관련한 후속연구가 진행될 필요성이 있다고 판단된다.

• 한국콘텐츠학회논문지
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• 제17권6호
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• pp.571-579
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• 2017

본 연구는 기업 조직구성원에 대한 보상이 내적공정성과 직무만족에 미치는 영향을 분석하는 것을 목적으로 하였다. 보상의 요인은 내적 보상과 외적 보상의 두 하위차원으로, 내적 공정성은 분배공정성과 상호 작용 공정성으로 구분하였다. 이와 더불어 기업 구성원에 대한 보상이 상사의 지원에 따라 지각된 내적 공정성이 달라질 수 있는지 그 조절 효과를 분석하였다. 실증연구는 다양한 기업의 157명으로부터 획득된 자료를 활용하여 이루어졌다. 실증자료의 분석 결과, 외적 및 내적 보상은 직무만족, 지각된 내적 공정성, 상사의 지원에 정(+)의 영향을 미쳤으며, 보상과 직무만족의 관계는 구성원의 심리적 영역인 내적 공정성의 지각을 통해 영향관계가 형성되고 있음이 나타났다. 한편 구성원에 대한 보상과 지각된 내적 공정성의 관계에서 상사의 지원은 조절역할을 하지 않는 것으로 밝혀졌다. 본 연구에서는 보상관리의 중요성에 대한 인식을 바탕으로 보상의 공정성에 주목하여 개인간 상대적인 보상 차이에 대한 합리적인 논리와 메커니즘을 제공하여야 한다는 관리적 실천적 시사점을 제공하였다.

• 가정과삶의질연구
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• 제34권5호
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• pp.119-134
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• 2016

The purpose of this study was to examine the influence of human relationships, compensation, and heavy work on the burnout of childcare teachers. The subjects were 290 childcare teachers in Seoul and Gyeonggi-do province. The collected data were analyzed by t-test, one-way ANOVA, Duncan test, Pearson's correlation, and the multi regression analysis. The main findings of this study were as follows. First, there were significant differences in the burnout according to individual characteristics such as types of childcare center, daily working hours, and monthly incomes. Second, human relationships, compensation, and heavy work directly influenced the burnout of childcare teachers. A heavy workload was the most important variable in burnout of childcare teachers. Next, the relationship with directors, relationship with parents, compensation, and relationship with co-workers had an effect on burnout of childcare teachers. The results of this study provide basic data to reduce burnout of childcare teachers.

• The Journal of Asian Finance, Economics and Business
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• 제8권1호
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• pp.471-478
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• 2021

This study aims to investigate the determinants of turnover intention among company managers in Indonesia. Based on the literature, this research hypothesizes that job satisfaction is a mediator in the relationship between compensation, career and turnover intention of companies in Indonesia. Respondents as research samples are grouped into middle managers from two industries, namely, manufacturing and services. A total of 215 questionnaires were returned from middle managers. Data analysis used Structural Equation Model - Linear Structural Relationship (SEM LISREL). The research results prove that compensation and career have a positive effect on job satisfaction. Compensation, career, and job satisfaction have a negative impact on turnover intention. Compensation is known to be one of the motivating drivers of workers around the world. From this study it can be said that, if middle manager teachers are well compensated, they will be encouraged, persuaded and will have positive feelings toward their work, and this will result in staying put. It works also with career and job satisfaction. If both variables are considered carefully, intention to move tends to be low. These findings provide new insights into the field of international human resources in developing multinational companies and service businesses.

• 대한안전경영과학회지
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• 제7권1호
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• pp.167-178
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• 2005

This study was analyzed to job satisfaction of 318 Instructors who are teaching HapKiDo, a martal art. The analysis is based on social and economic variables such as age, occupation, educational background, income, size of gymnasiums, the number of students, a length of training and the rank of skills (DAN). The study also made some helpful suggestions for better treatment to HapKiDo Instructors. To explore Instructors degree of satisfaction with their jobs. I considered their human relationship, job task, working conditions, compensation, the improvement of professionalism and social status. The study drew some important results.: First, Job satisfaction in terms of human relationship is very high(3.88). wheres the satisfaction in terms of compensation is very low(3.10). Second, the differences in job satisfaction were partially significant in terms of human relationship, job tasks, working conditions, compensation, the improvement professionalism and social status.

• 설비공학논문집
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• 제24권5호
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• pp.422-427
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• 2012

This study investigates on the relationship between total load which is caused by infiltration and insulation thickness against compensation effect. As the result of experiment, the PVC(Synthetic resins sash) window frame in airtightness is superior to the AL(Aluminum sash) window frame. In this study, as the increasing of insulation thickness in reference building does not reduce significantly cooling load, the compensation effect due to airtightness against infiltration is very small. But the compensation effect against infiltration can be closely related with heating load. Therefore, the proper thermal insulation thickness can be needed respect to cooling and heating load.