• Title/Summary/Keyword: Job compensation

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The Compensation Gap between Top Management Team(TMT) and Employee, and Firm Performance : Moderating Role of Promotion Probability and Opportunity, and Satisfaction with TMT (경영진과 종업원 간 보상격차가 기업성과에 미치는 영향 : 승진가능성 및 기회, 경영진에 대한 만족도의 조절효과)

  • Choi, Suk Bong
    • Journal of Korean Society for Quality Management
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    • v.49 no.3
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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.

Effects of Job Stress of Employees of Security Industry on Organizational Commitment and Turnover Intent (시큐리티업무 종사자의 직무스트레스가 조직몰입 및 이직의도에 미치는 영향)

  • Song, Eun-Il;Lee, Jong-Ho
    • Korean Security Journal
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    • no.50
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    • pp.265-283
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    • 2017
  • The purpose of this study is to examine the effects of job stress on Organizational commitment and turnover intent with targets of Employees of Security Industry. A total of 156 answered questionnaires were used as final data. The following conclusions were obtained by conducting correlation analysis and multiple regression analysis using SPSS 18.0 statistical program. First, it is found that Organizational commitment effects some sub-factors of job stress such as inappropriate compensation, insufficient job control and job requirements. Second, it is found that turnover intent affects some sub-factors of job stress such as inappropriate compensation, insufficient job control and job requirements. Third, it is found that turnover intent affects Organizational commitment. Based on the result of the research, job stress seems to affect organizational commitment and people's decisions to change jobs. The two variables job stress and organizational commitment act as key factors in deciding whether to change jobs, while organizational commitment plays as an important parameter. In other words, there should be principles to do work along with channels through which workers communicate with each other. To this end, there need to be programs educating people to work together as well as systematic assistance and support to encourage people to develop their expertise.

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Comparison of Factors Influencing Job Satisfaction by Occupation in S Tertiary Hospital -Focused Herzberg's Motivation and Hygiene Factors (일개 S상급종합병원 내 직종별 직무만족에 미치는 영향요인 비교 -허즈버그의 동기 및 위생요인 중심으로)

  • Kang, Kun-Woo;Jeong, Ho-Tae;Nam, Yun-Teak;Cho, Eun-Kyung
    • Korean Journal of Clinical Laboratory Science
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    • v.53 no.1
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    • pp.96-104
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    • 2021
  • There will be many changes in job consciousness and job satisfaction due to changes in various job fields and social interests, and it is necessary to manage them efficiently for the organization to continue to grow. By analyzing factors influencing job satisfaction by occupation, the study intended to provide the necessary data for an efficient management plan. 400 Employees working at S tertiary hospital in Seoul from April 1st to April 15th, 2015 were targeted. An analysis of the validity and reliability of the influencing factors was conducted, and the allied health profession which showed the highest level of satisfaction in overall job satisfaction and influencing factors were identified. It was found that achievement, compensation and working environment in the medical doctor profession, achievement, compensation and job stability in the nursing profession, achievement and working environment in the allied health profession, achievement, interpersonal relationships, working environment, and job stability in the administrative profession, were the main influencing factors for job satisfaction. It can be seen that not only motivation factors but also hygiene factors affect job satisfaction. To increase the level of satisfaction, it is judged that systematic management of hygiene factors as well as motivation factors is necessary.

Structural Relationships among TQM Activities, Compensation Equity, and Performance in Hospitals (의료기관 TQM 활동, 보상 공정성과 성과간의 구조적 관계)

  • Park, Hyun-Sook;Park, Sang-Youn
    • Journal of Korean Academy of Nursing Administration
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    • v.15 no.3
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    • pp.325-335
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    • 2009
  • Purpose: The purpose of this study was to examine the relationships among TQM activities, compensation equity, and performance in hospitals. This study was designed to construct a structural equation model of TQM activities, compensation equity, and performance. Method: The subjects were 239 personnels working in four hospitals in Daegu and Gyeongpook. Data were collected using structured questionnaire from October 4, 2007 to February 4, 2008. The collected data were analyzed using the SPSS 12.0 and AMOS 5.0 program. Result: The overall fitness of the structural equation model was evaluated. These results showed that the model was adequate. TQM activities directly influenced organizational performance and indirectly influenced organizational performance through compensation equity. Conclusion: In testing the structural equation model, the findings showed that TQM activities and compensation equity were important factors for improving organizational performance. Therefore, to improve performance, the hospital leaders must establish the strategies to facilitate TQM activities. It is also necessary to establish effective reward and performance appraisal systems to induce positive participation of personnels in hospitals.

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A Study on Problems and Improvement of Living Measure System - Focused on SH'Moonjung Project - (이주자 생활대책 제도의 문제점과 개선방안에 관한 연구 - SH공사 문정지구를 중심으로 -)

  • Park, Yong-Han
    • The Journal of the Korea institute of electronic communication sciences
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    • v.7 no.6
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    • pp.1505-1511
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    • 2012
  • This study intends to find out a solution to the problems with living measure system. Korea with great economic growth increase the demand of lands for housing, factories and public facilities. Under this circumstance, public developments have been driven in, loss compensation has changed from property compensation into living compensation. The improvements on practical compensation business is : First, it is necessary to legally stipulate living measure in the Act on Land. Second, beekeeping compensation should be tightened. Third, preferential hiring, job recommendation and vocational training should be offered to residents'. These living measures will promote smoothly public development projects.

A Comparative Study of Job Stress, Satisfaction and Commitment of Cooking Employees in Hotel Kitchens with and without HACCP Systems (호텔주방의 HACCP 시스템적용 유무에 따른 조리종사원의 직무스트레스, 만족, 몰입의 비교 분석)

  • Min, Kyung-Cheon;Hong, Wan-Soo
    • Korean Journal of Community Nutrition
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    • v.23 no.1
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    • pp.28-37
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    • 2018
  • Objectives: This study was conducted to identify differences in job stress, satisfaction and commitment of cooking employees working in hotel kitchens with and without HACCP systems. Methods: Culinary employees of 12 five-star hotels were surveyed and 504 valid data were used for SPSS analysis. Sub factors of working environment factors (job stress, job satisfaction, and job commitment) were examined for analysis. Results: The results showed that hotels that implemented the HACCP system had significantly higher values for the five sub factors of employee job stress (job demand, relationship conflict, organizational system, lack of job autonomy, and job instability; p<0.001). For the sub factors of job satisfaction (internal and external satisfaction) statistic showed a statistically significant value in hotels that did not implement the HACCP system (p<0.001). Job attachment and job importance, which are sub factors of job commitment, showed no difference in relation to the implementation of HACCP system, and job responsibility showed a higher p-value in hotels that did not implement HACCP (p<0.05). Conclusions: The results of the study indicate that culinary employees working at venues with HACCP systems have more job related stress, lower job satisfaction and partially less job commitment. Based on this outcome, venues that have already implemented or are planning to implement HACCP systems should consider the implications regarding their management of employees. Managerial policies that enhance autonomy, job stability, achievement, self-development, promotion, and compensation should also be implemented. Finally, meticulous attention and high investments into the work environment and human resources are necessary.

Research on Factors for Job Satisfaction of Library Volunteers for the Disabled (도서관 장애인서비스 자원봉사자의 직무만족 영향요인에 관한 연구)

  • Jang, Bo Seong;Nam, Young Jun;Lee, Jun Ki
    • Journal of the Korean BIBLIA Society for library and Information Science
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    • v.25 no.1
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    • pp.217-237
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    • 2014
  • The research analyzes the factors that influence the job satisfaction of library volunteers for the disabled. Based on comparable literature review, this research extracts comprehensive factors that affect job satisfaction. The research found that job satisfaction depended on marital status, age, education and the channel that a volunteer went through to participate in assisting the disabled. Self-motivation also influenced the job satisfaction, but altruistic motivation did not. For environmental factors, compensation, prior experience, and roles did not influence the job satisfaction. For the factors related to the awareness of the value of volunteering, overall expectation and fitness of tasks were found to be passive with job satisfaction.

The Relationship among Practice Environment, Organizational Justice, and Job Satisfaction of Male Nurses (남자간호사의 간호업무환경 및 직무공정성과 직무만족과의 관련성)

  • Cho, Mi-Kyoung;Kim, Chul-Gyu
    • Korean Journal of Occupational Health Nursing
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    • v.25 no.3
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    • pp.177-187
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    • 2016
  • Purpose: This cross-sectional descriptive study was to explore the relationship among practice environment, organizational justice, and job satisfaction of male nurses. Methods: Subjects were 115 male nurses who were the member of the Korean man nurses association, and they were asked to complete self-administration questionnaires via internet site for this survey which included nurse's practice environment, organizational justice, and job satisfaction. Collected data were analyzed using SPSS/WIN version 21.0 software. Results: The mean scores of the nurse's practice environment, organizational justice, and job satisfaction were 2.9, 3.0, 3.1 out of 5 Likert scale respectively. The job satisfaction was positively correlated with the nurse's practice environment (r=.70, p<.001) and organizational justice (r=.78, p<.001). The job satisfaction was affected by procedure-related justice, interpersonal justice, adequacy of staffing and resources in nursing work environment, compensation justice, and good healthy status. These variables explained 68.6% of male nurse's job satisfaction. Conclusion: This finding suggest that suitable organization management for male nurses are necessary through improvement of practice environment and organizational justice in hospital.

Influence of Superiors' Leadership on Trust and Job Satisfaction in Hotel (관광호텔 상사리더십이 상사신뢰와 종사원 직무만족에 미치는 영향)

  • Nam, Tacg-Yeong;Lee, Gye-Hee;Jee, Bong-Gu
    • The Journal of the Korea Contents Association
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    • v.12 no.11
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    • pp.412-421
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    • 2012
  • The aim of this paper is to improve employee job satisfaction through the influence of superiors' leadership related to trust and job satisfaction of hotel employees who strive to provide better service for guest. We analyzed the correlation between superior's leadership and the trust and job satisfaction of the employees. The result of this analysis indicates that the influence of the superiors' leadership on the trust and job satisfaction of employees favourable, and worthy of individual consideration and conditional compensation. Job satisfaction for employees has a direct correlation with each situation and reward of state of affairs. Further, the influence on job satisfaction is shown as statistically significant in relation to the senior's trust.

A Study on the Job Satisfaction, Organization Immersion and Recognition on Internal Marketing of the Contract Foodservice Management Company Employees (위탁급식업체 종사원의 내부마케팅에 대한 인식도, 직무만족도 및 조직몰입에 관한 연구)

  • Lee, Yeon-Jung;Lee, Chun-Yong
    • Journal of the Korean Society of Food Culture
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    • v.23 no.5
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    • pp.572-581
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    • 2008
  • The principal objective of this study was to determine how the internal marketing of the contract foodservice management company affects job satisfaction and organization immersion, as well as the influence of the satisfaction of internal customers (employees) has on job satisfaction and organization immersion, and the function as a preceding variable that improves service quality. T-test, ANOVA, and linear regression analysis was conducted to analyze the hypotheses of the study. The summary of study as per the result of this corroborative study is presented as follows: It was verified that internal marketing affects organizational immersion and the job satisfaction of employees, and job satisfaction plays a crucial role in organizational immersion. Moreover, it was also confirmed that the higher the internal marketing is, the higher the job satisfaction and organization immersion will be, thereby improving the service quality provided by employees. If enterprise regards employees as internal customers and constantly and efficiently conducts internal marketing activities such as internal communication, training, welfare, compensation, delegation of power, supporting the management, etc, the organizational immersion and job satisfaction of employees will be heightened, thereby enhancing loyalty and pride in the organization to provide services with better quality.